Podcasts about Pepsi

Cory has Headlines, Sauce names his favorite dinosaurs, Pepsi almost killed Michael Jackson, we learn what Dav eats every morning

Cory has Headlines, Sauce names his favorite dinosaurs, Pepsi almost killed Michael Jackson, we learn what Dav eats every morningSee omnystudio.com/listener for privacy information.

After years of building credibility with a core consumer, Zevia is leaning into scale – and confronting what it takes to turn a purpose-driven brand into a durable CPG business.  In this episode, CEO Amy Taylor breaks down the executional shifts across product, pricing, packaging and mass retail distribution that are helping Zevia compete more effectively in mainstream grocery and position the brand for sustainable, long-term growth. Show notes: 0:25: Amy Taylor, CEO, Zevia – Amy discusses her journey from two decades at Red Bull to leading Zevia, explaining how her brand-building experience prepared her to scale a modern soda brand at the right cultural moment. She positions Zevia as a timely solution amid growing interest in the better-for-you soda category and explains how advances in stevia use and flavor blending have unlocked a more sugar-like taste. Amy highlights the brand's expansion into mainstream retailers like Walmart, its role as an anchor brand due to value and multipacks, and the importance of trust, transparency, and word-of-mouth marketing over lecturing consumers. She also discusses packaging makeovers and a new marketing campaign focused on a moderation-based philosophy. Amy also outlines her leadership approach, which is centered on humility, strong teams and long-term growth. Brands in this episode: Zevia, Red Bull, Pepsi, Coca-Cola, Mountain Dew, Sprite, Doritos, Oreos

David and I began building oilfield heat exchangers in a heavy steel fabrication shop in Oklahoma when we were 14 years old. We were universally known as, “them schoolboys.”Steel shops are notoriously noisy, but when we heard “Schooolboy!” ring out above the cacophony of hammers and grinders, we would swivel our heads toward the sound and begin walking toward whomever was looking at us.“Hard, dirty and dangerous” describes the work and the men we worked with.To call them “drunks, deviants, and derelicts” would certainly be less kind, but no less accurate.There were also 8 or 9 solid family men, most of whom were foremen and supervisors.The oil coolers we built were the size of a two-car garage. And several times a day these metal monsters would be lifted 5 or 6 feet off the ground by an overhead crane and go swinging through the air to another part of the shop as far as 300 feet away.Heavy steel flying through the air is entirely unforgiving. One of my responsibilities was to drive injured guys to the hospital. But few of my bloody passengers were injured in accidents. Most of them were injured in fistfights with coworkers.When we were both 16, David and I were joined by a boy named Jay. Dark hair, dark eyes, and skin that was decidedly not English, Irish, Scottish, or German. We liked him immediately.David put a quarter into the machine and yanked a Pepsi from its mechanical jaws. He handed it to Jay and asked, “Are you some kind of Puerto Rikkan or something?”Jay scowled and said, “No, I ain't no dang Rikkan.”David smiled, clicked his Pepsi bottle against the one that Jay was holding, took a long drink, then said, “It's good to meet you, Rikkan.”We found out later that Jay was Italian, but his name was Rikkan from that day forward.A few days later, Rikkan began calling David “Cliff” and my name somehow became “Dean.” Rikkan never told us why he chose those names, but he refused to call us anything else, so David and I fell into line. I began calling him Cliff and he began calling me Dean.Jay, David and Roy became Rikkan, Cliff and Dean for the next 3 years. Utterly absurd, but completely true.Devin Wright has a sparkling laugh and I've always enjoyed hearing it.So when Devin began working with me 20 years ago, I would walk into his office each afternoon and ask a ridiculous question. Devin would laugh his sparkling laugh and I would walk away smiling.One day I popped my head into his office and looked at him quizzically, as though I was confused. He looked back at me, equally puzzled. With a completely straight face, I asked “Did you get a spray tan?”For once, Devin didn't laugh. He vigorously denied it, utterly aghast that I would ever think that he was so vain and shallow that he would ever stoop to such a ridiculous…I quit listening after that.So now you know how “Spraytan” was born.Jacob Harrison became “Boxwine” in a similar fashion,Dave Cullen became “Skunkmeat”Howard Wolowitz became “Fruit Loops”George Costanza became “KoKo”and Jeffrey Eisenberg became “Jet.”No, “Jet” is not a reduction of Jeffrey.When we agreed to meet for lunch last week, Jeffrey suggested by text that we meet at 1300 hours.I texted him back, “I never knew that you were in the Air Force. Did you fly fighter jets?”If all of this sounds lowbrow, redneck, hick, uncultured, ill-refined, outmoded, outdated, dinosaur-ish and in poor taste, I agree.But no one can spend 4 impressionable years working with drunks, deviants, and derelicts and walk away without at least one bad habit.Roy H. WilliamsDean Rotbart is taking a short Sabbatical from Monday Morning Radio for the next few weeks to travel across America gathering detailed...

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It's part two of our Cola Wars double feature! This week we discuss the history of Coke's little bro Pepsi. We talk about the interesting reason it was first created and numerous scandals involving them over the last century from marketing mishaps to suspicious substances in their cans.

In this deeply personal episode of the AART Podcast, host Chris Stafford sits down with acclaimed American film editor Jazzy Kettenacker for an intimate conversation about life, identity, and a career shaped by storytelling. Rather than focusing on technical process, this episode explores the human journey behind the edit — the experiences, values, and turning points that have defined Jazzy's path in film and beyond. Jazzy Kettenacker reflects on growing up with a creative instinct, discovering film as a way to make sense of the world, and how editing became not just a profession but a way of thinking and living. She speaks candidly about navigating the film industry, finding her voice as an artist, and the emotional intelligence required to shape stories that resonate. This is a conversation about resilience, intuition, and the unseen labor that gives films their emotional rhythm. Throughout the episode, Jazzy opens up about the realities of sustaining a creative life — the doubts, the breakthroughs, and the personal evolution that comes with long-term artistic work. Her story highlights the importance of trust, collaboration, and empathy, revealing how an editor's sensibility is deeply intertwined with who they are as a person. The AART Podcast is known for thoughtful, biographical conversations with artists across disciplines, and this episode is no exception. Chris guides the discussion with warmth and curiosity, creating space for reflection on creativity, identity, and what it truly means to build a life in the arts. Whether you're a filmmaker, artist, or simply someone interested in honest creative journeys, this episode offers rare insight into the inner life of a film editor whose work — and perspective — is shaped by lived experience.BIOJazzy Kettenacker, a St. Louis native and full-time Editor at BSS Outpost, is known for her dynamic editing style and relentless work ethic. A Hollins University graduate and Premiere Pro wiz, she's collaborated with top brands like The North Face, Disney+, MLS, Rolling Stone, Under Armour, Pepsi, and FX. Jazzy's dedication to creative excellence drives her to push boundaries and redefine cinematic storytelling.  Born in 199 in Columbia, MI, Jazzy is the only child of Donna Garrett, a lieutenant for the St. Louis Police Department, and Lynn Hard, a retired Home School Communicator.  She attended Compton-Drew Middle School, Webster Groves High School and Hollins University—an all women's University in Roanoke, VA. Her love for film and the process of filmmaking that she learned in college guided her to a career that began behind the camera before she realized the magic for her was to be found in the edit suite. With experience across the genres, Jazzy has now found her metier in documentary film.Keywords:Jazzy Kettenacker, Jazzy Kettenacker film editor, American film editor, film editing career, women in film, film industry stories, creative life podcast, artist biography podcast, AART Podcast, Chris Stafford podcast, film editor interview, life in film, creative identity, storytelling in cinema, behind the scenes film, artist conversations, biographical podcast, independent film voicesHost: Chris StaffordProduced by Hollowell StudiosFollow @theaartpodcast on InstagramAART on FacebookEmail: theaartpodcast@gmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/aart--5814675/support.A Hollowell Studios ProductionInstagram: @theaartpodcast Email: hollowellstudios@gmail.com© Copyright: Chris Stafford | Hollowell StudiosAll Rights Reserved

Per approfondire gli argomenti della puntata: Altre pillole dal 45 a oggi : https://www.youtube.com/watch?v=gNGzCF04vi4&list=PLpMrMjMIcOkkDwQQVtLtYa1BczFWc-R5f&index=1&ab_channel=LaBibliotecadiAlessandria Learn more about your ad choices. Visit megaphone.fm/adchoices

Peter Boockvar, Chief Investment Officer at One Point BFG Wealth Partners and author of The Boock Report, sees "bells ringing" on the AI tech trade with Oracle, CoreWeave, and Nvidia showing tiredness, and warns the question is whether the baton can be passed to other sectors without the market falling apart. His three favorite groups for 2026 are energy (where $60 oil is "one of the cheapest assets in the world" and he sees $70+ minimum), agriculture (fertilizer stocks like Mosaic and Nutrient), and beaten-down consumer staples offering "bond-like dividend yields with equity-like upside." On Venezuela, he disagrees with the oil-for-midterms thesis - it's really about stiff-arming China, Russia, and Iran, and won't impact oil supply for 5-10 years anyway. He's been trimming silver after its vertical move toward $100 but still likes gold driven by central bank buying and dollar diversification. His biggest concern: if we lose the AI trade, its dominance is so large it could take everything down with it.This episode is brought to you by VanEck. Learn more about the VanEck Rare Earth and Strategic Metals ETF: http://vaneck.com/REMXJuliaLinks: Substack/The Boock Report: https://boockreport.com/Twitter/X: https://x.com/pboockvarTimestamps:00:00 Intro and welcome Peter Boockvar01:18 2025 retro: World markets did really well, fire lit under international markets03:15 Bells ringing on AI tech trade - Oracle, CoreWeave, Nvidia tiredness05:45 China competition in AI - models more applicable, monetizing faster06:30 Bifurcated economy: Manufacturing recession, lower-middle income spending weak07:45 Data center build out - question of when not if it slows08:30 Delta earnings: Premium cabin strong, main cabin no growth09:15 Europe bifurcated too: Germany/France struggling, Spain/Greece doing well11:36 Three favorite groups for 2026: Energy, ag, consumer staples12:15 Energy: Bearish sentiment extreme, contrarian setup, CFTC net longs at 15-year lows13:30 Venezuela: 5-10 years before notable production increase14:15 OPEC production lagging quotas - most running at full capacity15:00 US shale production slowing, rolling over even in Permian15:45 Peak oil demand pushed out - hybrids winning, EV demand delayed16:30 Ag: Fertilizer stocks - Mosaic, Nutrient - down and out value plays17:15 Consumer staples destroyed over 12 months - deep value now17:52 Names: Kimberly Clark, Nestle, Pepsi, ConAgra, Coke, Reynolds18:24 Oil at $60 is one of the cheapest assets in the world - sees $70 minimum19:15 Energy holdings: Exxon, BP, Shell, Canadian Natural Resources, Oxy, Noble, EQT23:44 Venezuela won't impact oil supply for 5-10 years - focused on near-term25:32 Inflation: Conflicting dynamics - services decelerating, goods inflation returning27:00 Next Fed chair will have inflation dilemma - sticky around 3%28:45 Services inflation could rebound in back half of 2026 as apartment supply absorbed29:01 Reaction to Powell subpoena30:09 Powell is done cutting - will be playing 18 holes in June31:28 Last Fed cut was not necessary - took neutral rate below 1%32:30 Need low and stable prices first, then labor market improves35:34 Gold north of $4,600 - levels don't surprise, maybe pace did36:27 Silver at $92 - trimming position, tree needs to take a breather37:30 Gold thesis: Central bank buying, dollar diversification has more legs38:49 2025 lesson: World woke up to opportunities outside mag seven40:22 What not to own: Mag seven, long duration bonds40:46 Japan matters for global rates - JGB yields rising, canary in coal mine42:00 Bullish emerging market local currency bonds - better finances, cheap currencies42:57 EM names: China, Malaysia, Singapore, Mexico, Brazil, Chile, Indonesia43:45 Biggest risk: Losing AI trade and gap up in long-term rates44:24 Optimism: Broadening out continues, international markets, commodity trade has legs45:03 Parting thoughts: Investors need to be flexible in their thinking

We're summoning the spirits this episode since we're all together. We're watching the 1986 film Witchboard and sipping on a crispy Pepsi-cola and Jack. Sip along as we listen to Brandon over-pronounce Ouija, watch Linda change her manicure and robe every scene, and see Jim profess his love to Brandon in a motel room (shirtless we might add). Will you tempt the spirits and play the board?Thanks for listening! Don't forget to subscribe wherever you're listening and follow us on Instagram and Facebook. Instagram: https://www.instagram.com/spookysips_podcast/Facebook: https://tinyurl.com/SpookySipsPodWebsite: https://spookysipspod.buzzsprout.com

In this episode of Compassion and Courage, Marcus speaks with MaryCay Durrant about her journey from the corporate world to healthcare, emphasizing the importance of compassionate communication, resilience, and the influence of nature in the workplace. They discuss the significance of orienting oneself to purpose, the power of partnership, and how nature can serve as a model for effective teamwork and leadership. MaryCay shares insights on how to cultivate calm, purpose, and joy in work, and the transformative potential of embracing vulnerability and connection in professional settings. Resources for you: More communication tips and resources for how to cultivate compassion: https://marcusengel.com/freeresources/Connect with Marcus on LinkedIn: https://www.linkedin.com/in/marcusengel/Connect with MaryCay on LinkedIn: https://www.linkedin.com/in/marycaydurrant/Learn more about MaryCay's work: https://marycaydurrant.comLearn more about Marcus' Books: https://marcusengel.com/store/Subscribe to our podcast through Apple: https://bit.ly/MarcusEngelPodcastSubscribe to our podcast through YouTube: https://bit.ly/Youtube-MarcusEngelPodcast About MaryCay Durrant:Our guest today is speaker, facilitator, and change leadership and business performance consultant, MaryCay Durrant. For 30+ years, she has helped people reorient, from broken playbooks to systems and paradigms that rekindle the human spirit. From “doing, producing, and performing” to being, partnering and growing. MaryCay does this by illuminating a brilliant model, one that is alive in nature. Her work has touched thousands of senior leaders and at more than 100 companies including Johnson & Johnson, Deloitte, Pepsi, Hyatt, and healthcare leadership teams from academic medicine like The Children's Hospital Los Angeles to community systems like Health First in Brevard County Florida. Her Vibrant W.O.R.K. model is simple, refreshing - and it's what we all need today. It reorients people to the truth that we are built for change, meaning and optimistic action. And that when we feel stuck or challenged, it's not failure but feedback. For decades she has been asked to find ways to translate her Vibrancy Model to “every human” as our world has become more and more disconnected and machine-optimized. She has taken the task to heart and is on a mission to illuminate a vibrant path in life for 50,000 people through podcast interviews by the end of 2026. MaryCay's fresh perspective, practical tools and sense of wonder will help you find and sustain the “congruence” which is calm, purpose and joy we feel called towards in work and life. Date: 1/9/2026 Name of show: Compassion & Courage: Conversations in Healthcare Episode number and title: Episode 177 - Embracing Nature in Healthcare with MaryCay Durrant 

Travis Timmons shares with host Andrew Stotz how a decade of frustration running his physical therapy practice turned into joy once he discovered Deming's philosophy and embraced systems thinking. Through PDSA cycles, clearer processes, and genuine team involvement, he transformed Fitness Matters from chaotic growth to a scalable organization getting stellar outcomes. His story shows how small businesses can create stability, joy in work, and remarkable results by improving the system rather than pushing harder.   TRANSCRIPT   0:00:02.1 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we continue our journey into the teachings of Dr. W. Edwards Deming. Today I'm here with featured guest Travis Timmons. Travis, are you ready to tell us about your Deming journey?   0:00:19.7 Travis Timmons: Hey Andrew, thanks for having me. And yeah, very excited to share our journey and how impactful it's been on both our company, but also me personally and my family. So, super excited to kind of share where we started before Deming and where we're at today. So I'll just dive right in if that sounds like a good...   0:00:39.9 Andrew Stotz: Yeah. And I think just for the audience here, I'll just mention that Travis is physical therapist, founder and president of Fitness Matters in Columbus, Ohio, going on his 27th year of business. And you know, you and I have had some discussions. You've had a lot of great things that you've written and we've gone through and I think it's really an exciting story, particularly for a small mid sized business owner who's just frustrated as hell that things aren't going the way that they want. And I think your frustration a long time ago was a driving force. So I'm excited for you to share your story. So yeah, take it away.   0:01:22.6 Travis Timmons: Yeah, very excited. Yeah, 2000 is when we started, January 2000. So coming up on 27 years, as you mentioned, do physical therapy and wellness. And the first 10 years I was in business, pretty good at being a physical therapist. Started my own business and had no idea how to run a business. I knew a lot about physical therapy, but just kind of shooting from the hip in regard to business. Spent about a decade struggling, frustrated. We were growing, but growing slowly, growing chaotically. No process, it was just a, it was a heavy burden, to be honest with you. We were growing, but it was kind of Herculean effort on my part.   0:02:10.1 Andrew Stotz: I'm just curious how you were feeling at that time. Like there's gotta be a better way or this is the way business is and I just gotta muscle through this or how were you feeling at the time?   0:02:21.0 Travis Timmons: I was feeling frustrated and isolated. Didn't quite know where to turn. Yeah, I guess that's how, and just a burden. Didn't want to let the team down, I did not want the business to fail. I knew we had something different to offer. Just really had no idea how to scale that in a professional way. And along the journey was very fortunate to have a client who had a very successful business, took me under his wing. Ray Crook is his name. Started mentoring me and as luck would have it, he was familiar with Dr. Deming and a very long story short, after several meetings with him over time, some mentoring, I'd read the book along the way, the E-Myth Revisited and had some learnings from that book that really jumped out at me and came to the conclusion, both with reading that book and some feedback from Ray of basically, hey, it's time to grow up and turn this into a real business. If you're going to do this, let's do it right. And at that, around that time he introduced me to Kelly Allen with the Deming Institute. And you know, so we were 10 years into some chaos, had really no process, just would try stuff, see if it stuck or didn't.   0:03:43.5 Travis Timmons: If that didn't work, didn't really have any way to measure if stuff was working well. So really just a lot of chaos. And became introduced to Deming through Kelly Allen about 10 to 11 years into our journey and man, was that a breath of fresh air in terms of like having a direction to go in. After a few meetings with Kelly, him getting a better understanding of what was important to me, I think him just really understanding that I was serious about wanting to turn our organization into a large, professionally run and well run organization that would have a positive impact on people's lives, both team members and clients. I think he kind of, I think that we were so bad off he took pity on me to begin with, just to be honest with you, and he was like, man, this guy needs a lot of help. He could do some good in the world with what the services they have to offer. But if he doesn't figure out how to run a business professionally, they're never going to scale.   0:04:44.0 Andrew Stotz: And it's interesting that you reached out. I mean, there's a lot of people that are stuck in that situation and they really don't, either they don't reach out or they're afraid to reach out or you know, maybe they think there's no solution or nobody's going to help me. And you know, certainly when you're small, you also don't have huge budgets to hire people to come in and fix your business. You know, I'm just curious, like what drove you to even reach out?   0:05:09.8 Travis Timmons: I think I was fortunate enough to, A, have the mentor with Ray. And then secondly, have always been a believer in you got to check your ego at the door and know that you don't know everything. I think I've seen Business owners that are afraid to admit they don't know everything and so they keep things insulated and that just doesn't get you anywhere.   0:05:35.7 Andrew Stotz: Yeah.   0:05:36.3 Travis Timmons: So I just was fortunate kind of how I was raised as arrogance isn't a good thing, so check your ego at the door and learn from, learn from people smarter than you. And so I kind of took that fully at heart and like, all right, I have no idea how to run a business. I need to learn how to do that from really smart people. Read a lot of business books over the years, but the Deming philosophy, when I was introduced to that at the two and a half day seminar, went to that. I got to the Deming two and a half day in, I think that was 2013. So I was 13 years into the entire journey by the time I had met with Kelly, done some learning. And then at a time where the Deming two and a half day was offered in Ohio to where I could get to it, to your point earlier, budget plays into things for small businesses. So I was able to drive to that one and that two and a half day seminar just opened my eyes up to things that I knew in my heart but had no idea how to make that happen.   0:06:46.2 Travis Timmons: And what I mean by that, Andrew, is one of the key things I took away from that first two and a half day is Deming's belief that roughly 96% of issues within an organization are not people issues, but they're process and system issues. And that aligned with my worldview of if you hire good people, which we did, they show up every day wanting to do a good job as long as they have a good system and process to work within something that's professionally put together. So that was takeaway number one that really resonated with me. And the person responsible for said system is me. There's no passing the buck as the owner. And that resonated with me. It's a big responsibility to own a business in terms of the people and clients you're responsible for. And there's no passing the buck. You're responsible for the system at the end of the day.   0:07:42.3 Andrew Stotz: Yeah. I remember when I was 24 attending Deming seminar, when I was working for Pepsi, and it was a little bit different situation than yours. I could see, though, the same thing resonated with me. I could see that people were hemmed in by the system. And even though many people in the factory had really good intentions and they wanted to do a better job, they literally couldn't because they didn't have the tools or the budget or the this or the that. And a lot of times it's easy for senior management, particularly in a big company, to say figure it out, your job is to figure it out. But that only goes so far and there's eventually a point of exasperation for people working in a company that, like, I just, there's a limit here and I'm not going to kill myself trying to do something that I can't change. And so it just, I was coming from a very different perspective as an employee in a huge company versus you at a perspective of, this is my company, I set the rules.   0:08:46.5 Travis Timmons: Yeah, can do whatever we want. And you mentioned something there. It reminds me of a quote from that first two and a half day, and it still sticks with me a decade and a half later. Almost a lot of businesses complain about the term. We have a lot of dead wood in terms of employees. And the quote, I remember Kelly sharing this, it's like, well, did you hire dead wood? Because if you did, that's on you. Or did you hire live wood and kill it and that's on you from your standpoint of, from a system. And I'm like, man, 100% true. And I hired, I had good people on our team, but we didn't have good processes to keep from killing that live wood I would say. So, yeah. And to your point on budget, yeah, I had and still do have quite a bit different budget than Pepsi. Right. So one of the other things that jumped out at me early on that made Deming very approachable and something I could engage with very easily as a small business owner was the concept of PDSAs, the Plan-Do-Study-Act.   0:09:58.5 Travis Timmons: That was a game changer for us because I was like, all right, I don't have to hire a big business consultant. We don't have to hire or pay for a bunch of software. There's very simple things we can do via the Plan, Do Study Act PDSA method that we can create systems or improve upon systems and those little experimental ways and not have to bet the farm. You know, you see a lot of businesses that try to go through these huge transformative activities, bring in a new software to fix all their problems. Things that are very expensive with no real way of understanding what their aim is, what their theory is, or even if it'll work. So, yeah, your comment on budget there, I think, is what makes Deming so approachable for any size organization, but the budget's really not a limit from the PDSA standpoint. So those were some of my key takeaways very early on on my first two and a half day Deming, it was an eye opener and just really resonated with how, how I saw the world in terms of from a human level. Just had zero idea as a physical therapist with no business training on how to implement and run a professional organization.   0:11:13.8 Travis Timmons: So as things evolved, kind of went from the kind of the term chaos to process. So after that two and a half day, I went back to our team, which was small at the time. I think we had, we were a very small company at the time. I think we had 10 employees, nine or 10 team members at the time and just presented to them like, hey, this is going to be how we run our organization. There's this thing I heard about this guy called Dr. Deming. Some of it's going to seem a little odd, but this is how we're going to do things. And just started out early on, like just with PDSA, educated them on what that meant and we're all going to work on things together. So immediately it started enforcing a culture of improvement and collaboration and voice. Rather than Travis just coming up with random ideas, we worked on them together, made the system visible and then put some experiments in place. I talked to them about operational definition. That was a new term to me and gave them some examples. We wanted every client to have a good visit with us.   0:12:29.2 Travis Timmons: What in the heck does a good visit mean? Right. We didn't have an operational definition of that, so we created an operational definition of this is a good visit at Fitness Matters. So those were some fun things early on.   0:12:42.3 Andrew Stotz: I'm curious. There's two things, the first one is for someone that really doesn't know anything about PDSA, the Plan, Do, Study, Act process or cycle. Could you give an example either of one that you did early on or one that you think is the best illustration of the application of PDSA so people can understand what you're saying, because I know it's a big part of what one of the, let's say, tools that you've used in your process.   0:13:10.1 Travis Timmons: Yeah, one of the early on ones we did that was fun to do with the team because it changed our pricing model for our private pay team. Quick example, like we do personal training and Pilates muscle activation technique. Traditionally in that world, people buy those visits one at a time or you'll buy a package of 10 or 20 at a time at a discounted rate, volume, volume pricing, right. So we had that, we had 10 pack and 20 pack of personal training. We had a 10 pack and 20 pack of Pilates, same for muscle activation technique. And we had clients that would do sometimes all three of those services, but for them to be able to optimize their discount, they had to buy a 20 pack of Pilates, a 20 pack of personal training, and then the same with muscle activation technique. So after learning some things with Dr. Deming at the two and a half day that Kelly presented at, it's like we got to be easier to do business with. Be easy to do business with and how can we do that? So our PDSA was how can we change our pricing model on the private pay services to be easier to do business with and optimize how clients can move in our system freely.   0:14:25.9 Travis Timmons: So part of the concept of PDSA is you trial it, you put your whole theory together of what you think will be true. How are you going to study it? How long are you going to try it? So we had four clients that we knew well, that we told them, we're trying this new pricing model. Would you be willing to experiment on this with us? So we didn't roll it out company wide. We just tried it with a small segment, and we called it Fitness Matters Dollars and the do the Fitness Matters Dollars package. Then the client could use that discounted bundle of money for any of our services. So the discount applied to any of the services they did rather than having to buy a bunch of different packages. So the beauty of it is you can try it small. Had we gotten it wrong, we could have thrown it out and only five clients would have experienced the error. And they knew they were part of an experiment and they were happy to help us improve. It was a big win. That was 12 years ago. That's still how we do our pricing today.   0:15:29.1 Travis Timmons: It makes it very easy for clients to optimize their health within our system and not have to spend a bunch of money with us and have a lot of monetary resistance moving about our system. So that's one example that comes to mind.   0:15:41.4 Andrew Stotz: That's a good one. And I think if you think about, let's say an accountant may say, well, but wait a minute, the cost of three different services is different and that's the idea of how do we simplify this for the client, and that's interesting. Now, did you write it down, did you go to a Whiteboard. How did you actually go through that process?   0:16:02.9 Travis Timmons: Oh, that's 13 years ago. You're testing my...   0:16:06.5 Andrew Stotz: Oh, well, you can think about a current one, too.   0:16:09.6 Travis Timmons: 12 years ago. Yeah. When we're doing a current one, we'll get together as a team. Like, we're having our annual team off-site the end of January. And we'll come up, we try to come away with three, maybe four PDSAs as a team, and we'll write it up on the whiteboard. What's the problem we're trying to solve? Another key quote I've learned from Kelly Allen over the years is "the problem named, is the problem solved." So we want to make sure we're naming the right problem first. What really is the problem? So we talk about that through our entire company so that I'm getting feedback from all pieces of the system and then we'll map it out. Sometimes we'll do fishbone charts to look where in the process are we trying to do an experiment? And then there's the PDSA kind of chart that we'll use for bigger ones so we can study it. What's our aim? What's our theory? What do we think is going to happen with this experiment? How long are we going to study it, and what's our expected outcome? So part of the PDSA magic, as you know, is what are you trying to accomplish by what method, in what time frame, and what do you think is going to happen so you can go back and test your theory after you've studied it? So, yeah, sometimes we, if it's something bigger system-wide, we put it down on paper. We have a PDF that's fillable for each new PDSA.   0:17:35.5 Andrew Stotz: And for some people listening, they may think, well, I mean, isn't that what business does? I mean like owner comes up with an idea and says, yeah, I think we could try this and see what happens. Right. And ultimately everybody's kind of poking in the dark in business. We're not given a manual nobody really knows what we're doing. What's the difference between the way that you are poking in the dark, trying to hey, let's try this, let's try that compared to the PDSA.   0:18:08.5 Travis Timmons: I don't think I learned that till my second Deming two and a half day. So the second time I went, I took some senior team members with me so we could get more eyes around what in the world is this Deming person, who is Dr. Deming? What's this System of Profound Knowledge? To answer your question, I think the realization I had that I didn't have before, kind of going down the Deming journey is I didn't view our business as an entire system. I lacked that awareness of system view versus pieces and parts view. Pre-Deming, there's a problem over here and you go chase that fire and then another problem pop up over here, and to your point like there's lots of books out there on how to solve problems or you know, you hear like there's books out there on ownership thinking. And you know, it's like, well, do you have a culture and a system and by what method do you give people the ability to have that ownership thinking? Yeah, I think that's was the big aha of looking at the entire system. Whereas previously I was looking at it in silos and only trying to solve problems when a fire arose rather than system operationally efficient, trying to get efficient and optimizing the entire system. So that was probably one of the big aha's for me. Didn't happen day one. But as I got to understand Deming more, the system view of how it all has to be working together for optimization just changes your lens totally.   0:19:51.5 Andrew Stotz: So you've talked about PDSA, you've talked about operational definitions, you've talked about systems thinking, three core principles. One last thing on PDSA is like, I wonder what percent of the total value of doing PDSA comes from doing PDSA. In other words, the actual part of forcing yourself to get people in a room to discuss what's the problem, the Fishbone diagram, think about what's our aim, what's our theory, what's our hypothesis? Let's write that down. How are we going to study that? How we know if our hypothesis was true and you know, that type of thing. And sometimes I, after listening to you, I was thinking it, I suspect that a large amount of the final benefit you get from a PDSA is really front end loaded in all the work that you do to set it up.   0:20:48.3 Travis Timmons: Yeah, yeah. Going back to your comment earlier Andrew, on when you were at Pepsi, if I heard you correctly, you didn't really have the ability to share voice or to have an impact on the system. I think you're spot on, the PDSA itself, a couple things, number one as a small business owner, you got to check your ego at the door. Your team sees stuff happening that you don't have visibility on and they're probably going to have better ideas on how to fix it than you might if you're removed from it a step or two. And then the culture of like, oh, Travis is going to listen to my ideas. I find value in that. And then when we implement a change, like nobody likes change. Right? But when you've worked on it collectively as a team and you're ready to move forward with it, that's a game changer. You're not pushing a string at that point. Everybody's leaning in because they understand they're part of the solution and you're allowing that. Where a lot of businesses are top down, command and control, that doesn't usually work very well. So yeah, I think you're spot on, Andrew.   0:22:02.5 Travis Timmons: I think that so much happens with the PDSA process from a culture and team involvement. And if you don't have that, you're going to have a hard time retaining team members, in my opinion.   0:22:16.9 Andrew Stotz: So you look like a pretty relaxed guy compared to probably what you were like many years ago when this all was going on. Maybe take us through. Okay, so you're implementing these things and what's happening, what changes are happening, what transformation is going on with you and with your organization?   0:22:36.9 Travis Timmons: Yeah, so it's a multi-year process that we went through. Still a lot of work, you know, it's not like, hey, this just solves every problem. It just changes all the lenses you look through and you have a by what method path. Here's how we are going to think about our business. So that got rid of a lot of confusion for me. I knew how we were going to go from this size business to my, we had a BHAG, Big Hairy Audacious Goal from Good to Great. We wanted to have four facilities. At the time I went through Deming, we had one. We wanted to have four facilities or more to see if we could replicate our high level of care, team member engagement, all those things. So we were working, I was working just as many hours then. It just was not frustrating, it was exciting. It was a lot of collaboration that was energizing and everything as we scaled got easier. I was not going to be able to scale our business with what I was doing because had I scaled it, the headaches would have just been out of control. The loss of revenue, like there would have just been so much inefficiency on our organization.   0:24:00.4 Travis Timmons: So I would say for that next from 2013 through 2018, we got really locked in. So we spent about, I was a little conservative at the time. I was also in Army National Guard, so had a trip across the pond and just wasn't quite at a point where I could financially roll the dice and start multiplying locations and stuff like that. But around 2018, 2019, we got to the point where the team knew Deming well. I felt like we put a lot of systems, processes in place that were replicatable and I'm like, all right, here comes a real big PDSA. We're going to go get another clinic, we're going to go do another location, and we're going to test it. So that was a big PDSA. A lot of the ones we had done up to that were small. At some point you got to go a little bigger. And we were very confident in our model. So we acquired a practice in our town and like, hey, 80% of what they do is what we do, 20% is not Deming and service lines and stuff like that. So our theory, our PDSA, was can we acquire and put Fitness Matters, culture and process in place and grow?   0:25:26.3 Travis Timmons: And we did. We were very successful with that. I had team member retention with that. You know, a lot of times when you buy out another business kind of, people head for the doors, including the owner. That owner is still working with us six years later, then we started growing. It's like, all right, here we go. We can do another one. We can do another one. Put leadership in place at each location that understand Deming. We have our processes written down. We have operational definitions written down. People know what PDSA is. If they're new to our team, it takes them about six months to figure out what all these acronyms mean. So now we're going quicker since, you know, since in the last four years, as an example, we've tripled our physical therapy volume and doubled our private pay wellness volume. And in the service line, that's fairly fast growth. Probably not fast in the IT world, but in the service line growth in a very competitive market with how physical therapy and referrals work. There aren't many private practices left out there because it's so competitive where we're thriving.   0:26:41.4 Andrew Stotz: It seems like a hard business. It seems like a hard business to scale because there's this personal aspect, there's this interaction. You know, think about the exact opposite. I don't know, let's say Instagram or whatever. There's zero personal interaction. It can scale to billions. What are the constraints to growth that you feel in your business.   0:27:03.3 Travis Timmons: So constraints are reimbursement from health insurance, referrals from physicians, because health care is consolidating. So a health care system buys up smaller organizations, physicians, and then they have physical therapy within those systems and then they're highly encouraged to refer their physical therapy in-house. So that's a big challenge for us. So we don't, we're not owned by physicians. So we have to, we have to be the best at what we do for physicians and clients to want to choose us. So one of the things Dr. Deming really big on at quality, right. You have to continually have a system that has improving quality as you grow. And the way we grow is we have our outcomes. So how well a patient does at the end of a plan of care is roughly 35% higher than national average. We're 35% above the competition because of our processes, our system, our clients, how we look at integrating our clients from the first visit, the first phone call, follow-on visits, the entire, again, thinking back to that system conversation. And I think a lot of businesses, if they haven't been exposed to Deming, they miss that very critical piece of, if your sales isn't aligned with your implementation, isn't aligned with your billing process, anywhere along that service line, going through that fishbone, if it's all not good, like we could give excellent physical therapy care, but if we have a horrible billing system, we lose clients, end of story. If we have a horrible process of answering the phone to schedule evaluations, we're out of business.   0:29:00.0 Travis Timmons: Could have the best physical therapists in the world. So, yeah, that's what it's allowed us to do from a scaling and fun standpoint. And kind of now almost 27 years in we're at a point where, one of the litmus tests I had, like, if we do this well, if we really are all-in on Deming and it's system process definitions and we have it mapped out, this should run without Travis. And I see a lot of business owners are the choke point. Like they want to be the problem solver for everything. Everything has to flow through them, slow stuff down. You're not getting all of the information from your team that could solve problems so much quicker. So one of my litmus tests early on was like, if this really works well, the business should run without me present certainly for weeks and weeks at a time. And we're there. So that's why I look Relaxed now. I didn't look this relaxed a decade ago. So, it's fun, it's fun.   0:30:11.5 Andrew Stotz: I was looking for my Out of the Crisis book, but I went online and I wanted to highlight two of the 14 points because it's something that you mentioned about improving your process and all of that. And the first one is the first point and you know, it's the first point for a reason. And number one is "create constancy of purpose towards improvement of product and service with the aim to become competitive and stay in business and provide jobs." And number five is "improve constantly and forever, the system of production and service to improve quality and productivity and thus constantly decrease costs." So how do you embody that in your business, this, because when I first read the "constancy of purpose," I originally thought it meant pick your direction and stay constant with that. But then I started to realize, no, no, it's about how are we improving our product and service.   0:31:18.9 Travis Timmons: Yeah. So if you're not evolving with, technology is everywhere. Right. So if you're not paying attention to that within how it impacts your business and constantly trying to optimize how technology interfaces with your business, you're in trouble. So, like, we're right now getting ready to, I'd say once a year we do something fairly large within technology. Next year we're going to probably be changing our documentation software because there's a newer one out there that instead of having four different softwares we have to interface with, there'll be one. So that cuts down on rework, that cuts down on learning time for a new team member. There's less resistance for clients to understand how scheduling and billing work. So I don't know if I'm answering your question, Andrew, but I think from a standpoint of, I think it was Jack Welch I heard say years ago in an interview, "there's two ways a business is going. You're either growing or you're dying." And that resonated with me, there's no sitting still because if you do, you're going to get run over. So that's always looking through, can we make it easier to schedule?   0:32:40.0 Travis Timmons: Like right now we don't offer online scheduling for physical therapy. We will in 2026. And if we don't figure that out, it could be a reason that we would eventually go out of business. So I just looked through that mindset. There's always somebody coming after you.   0:32:58.7 Andrew Stotz: Yeah, yeah, that's...   0:33:00.3 Travis Timmons: Complacency doesn't work.   0:33:01.3 Andrew Stotz: I like to think about when I was young and I took a break and I stood still. I was standing on the flat ground, no problem. But now with my 87 year old mother, if she goes one day, two days, three days without movement, she's going backwards and it's harder to catch back up. And I start to realize she's operating on a plane that has been slanted against her. And eventually the slant will win against all of us. But in the world of business if you think, well it's not about growing or dying, well, there's someone out there trying to take your business by providing a better product or service. And that's just the reality that actually is invigorating to know that, and as Dr. Deming said to have a great competitor is such a valuable thing. If you're just poking around and you're doing okay in market you're probably not going to improve as much. So that the focus on improvement is something that I just find really fascinating. There's another question that I have which is these days, way I look at like the job of leadership is that it's like imagine a very strong magnet ahead of you and you're constantly pulled to that magnet.   0:34:37.7 Andrew Stotz: That magnet is the average, the consensus what everybody's doing. And you can't help but feel that force. And if you don't realize that you're being affected by that force, you're just being pulled into it. And what I mean by that is if you say, well, what if we tried something different, a different way of doing something and then you go to customers, no, sorry, your competitor does this. If you don't do that, I'm not going to give you the business. And so you're naturally drawn towards the center or towards consensus, but what you're doing is trying to pull your business and yourself and your thinking and your team away from that and saying there's a different way. And how hard is that?   0:35:24.4 Travis Timmons: It's hard. You have to have a different lens. Comment earlier, the problem named is the problem solved. One of the things, I love that analogy. I've never heard it described that way. In physical therapy it's very common for a physical therapist to have two or three patients scheduled at the same time because the problem that was named by most organizations is poor arrival rate. And if you have holes in your schedule you're not getting paid. So they look at that as a revenue loss. So to answer your question, that's where our industry is. Like you got a double, triple book or you're going to have lower revenue. Well, what that does is it increases, in my opinion, increases the likelihood that people are not going to come because they're going to have a bad experience, they're going to have poor outcomes. Physicians are going to stop referring because their patients aren't getting better. So problem named is the problem solved? And we pulled, I like that magnet. I'm going to use that one. But pulled away and said, no, if we provide one on one care at a very high level and the entire system works well for the patient, they're going to show up, they're going to continue to show up.   0:36:49.0 Travis Timmons: They're going to be happy to pay for the service we're offering because it's going to be exceptional. And because they show up, they're going to get better. And because they get better, they're going to go tell their doctor and then more doctors are going to refer to us. And that's thinking much differently. So that gets to the problem name, problem solved. Or using your magnet example, we are like, physicians come and talk to us all the time. They're like, are you really only seeing the patients one-on-one? Are you really doing that? Because nobody else says they can do that. It's like, yes, we are. That's exactly how we're doing it. And that's why you're here talking to us right now. Because it's so much different. You can't, there's some things that are just immeasurable. Like Dr. Deming talks about that quite a bit. We don't have to market, we don't spend... I shouldn't say, we don't have to market. We don't spend nearly the amount of money on marketing that our competitors do because we have physicians saying, hey, what's different over there? That's invisible. Right? That's invisible.   0:37:56.9 Andrew Stotz: And they weren't saying that in the beginning, but over the time they got that...   0:38:01.4 Travis Timmons: Yeah, yeah. It's a process, but you know, like the flywheel. We use that flywheel example. And now it's like, we're having a hard time hiring enough team members to keep up with the growth. One of the other thing's, "joy in work." Dr. Deming talks about joy in work a lot. And that's to your question earlier about continual improvement and jobs. So we exist, there's a lot of burnout in healthcare. You can't hardly open a business article.   0:38:37.7 Andrew Stotz: Seems paradoxical.   0:38:40.4 Travis Timmons: But it's because two and three patients at a time burdened with administrative stuff. So we also exist because, man, it's so fun when you have a team member join you from one of those other organizations and we've had eight new team members we've hired since July. And I have what I call a fresh eyes lunch with them a month in. And every one of them has said, my spouse can't believe how much happier and more enjoyable I am to be around. If that doesn't motivate you to want to continue to grow, I don't know what does. So that's the joy in work piece that Dr. Deming talked about a lot.   0:39:24.6 Andrew Stotz: And let's now talk about one other thing, which is I was just talking, I gave a speech last night in Bangkok to some business owners and then we had a dinner out and I was explaining to them that like, there's a disease that's come from America, not from Wuhan, China, in this case. It's come America, it's spread all across Thailand. And you really have to be careful with this disease. It's a deadly disease. And I said, and particularly Thailand, where there's harmony. People enjoy working together. They want a fun environment, they want to make friends at work. It's a little, it's very different from a US work environment where it's like, go there, deliver, go home, separate lives. That's not the way Thai people see work. And the disease is, the disease of individual KPIs and saying everybody, by optimizing each individual, we are optimizing the whole. And I'm trying to get them to realize like, there's another way. And I'm curious I'm sure if you're getting people from the bigger institutions and stuff, they're being KPI'd to death. And how do you, how do you manage the idea that I don't want to optimize the individual, I want to optimize the whole system, but yet I also want employees to know they gotta do a good job. So how do you manage that?   0:41:03.2 Travis Timmons: It's hard when somebody comes, because you're right, there's a lot of PTSD. I've got an example from today. So we turned on, within our system, there's a net promoter score that can be sent out to patients automatically after their first couple visits with us. And we turn it off and on from time to time just to get the voice of the customer, right. I think Dr. Deming talks about the voice of the customer and who all. So it's like, hey, we haven't done that in a while. We're going to turn it back on. And there were several therapists that were like, wait a minute, you're scoring me? And then if I get a low score, I'm in trouble. So we have to spend a lot of time educating the team on some of that old head trash. It's like, no, this is to study the system and where we can improve either improving our operational definition, whatever it is, give the team member tools on how to handle a difficult client. But to your point, you have, people's brains are so wired in the way you just described. So part of it is we, we let them know up front, like, here's why we don't have employee of the month at Fitness Matters.   0:42:15.4 Travis Timmons: Here's why we don't have the parking lot for employee of the month at Fitness. Like, all of those rewards, how all of the negative unintended consequences that can go along with that. Like even giving an individual an award in a group setting. Like, we had a team who's one of my clinic directors, the business she came from before, they had like a WWE, like the heavyweight wrestling, big champion belt. They had one of those. And each week somebody would give the belt to whoever they thought was the best employee that week. And she didn't get it for like two months in a row. And she was crushed. She's like, people don't like me. So it's fun to talk about the negative unintended consequences of the individual reward, the individual competitions. We could talk for an hour about motivating via monetary motivation. That's probably a whole nother podcast. But to answer your question, we have to make it very known why we don't do those things. Because as much as people hate some of that stuff, they also expect it. Yeah, why don't, why don't we have employee of the month? You mean I'm not going to get in trouble if I get a low net promoter score from one patient?   0:43:34.3 Travis Timmons: It's like, no, we know we hire good people. We know you do your best job every day. They could be upset because their billing didn't go correctly. So we just need to know. So I don't know if that answers your question, but it's a big thing because you do have to still track KPIs or you're out of business. Like, you do have to know what's going on within your system to measure it. It's just that concept of we all are responsible for the output of the system and the system has to produce exceptional results.   0:44:06.7 Andrew Stotz: Yeah, yeah.   0:44:07.9 Travis Timmons: And we have to have a weight by what method. We have to have a system to create whether you're doing plumbing, electrical work. Like if you're going to scale a business, you have to have a repeatable product that can scale.   0:44:23.2 Andrew Stotz: Yeah. And one of the answers to that too is if you believe 94% of the problems come from the system, then even when an employee is identified as having a bad net promoter score, then the question is, does the 94% apply in that situation? Well, generally yes. And so let's dig in. I have some people that ask me like my, one of the guys last night at this event works for a bank and they have put KPIs into everything. And he was saying, I just can't escape. But another guy was like, well, I have my own business and I can do what I want. I've implemented KPIs, but what should I do? I said the first step in disentangling yourself from this individual KPI situation is just to disconnect compensation to the KPI. So just right there, there's still incentive for the employee to do something bad for the organization to do their best. But when you remove that compensation aspect, you've really taken away a huge part of the incentive. So even if you have to keep KPIs, take away the tie to compensation and then they say, well, that's the whole reason why we're supposed to do it is have the tie to compensation.   0:45:44.5 Andrew Stotz: And I said, yes, it's a little bit of a circular references cannot be resolved.   0:45:49.7 Travis Timmons: Right. Yeah. And I think we even give examples to the team as much as we can around why we don't do those type of things. Here's what would happen. And most people have worked in organizations when you point it out to them. So again, Dr. Deming talks about making the system visible. Point it out to them. If I bonused you like you see this, this used to be a thing at car dealerships. When you're buying a car, hey, you're going to get a call to rate your experience with me. If you don't give me a 10, it's going to impact my pay. And you're like, what? So we talk about that like hey, the net promoter score. If we did the same thing here and bonused you on every 10, then you're going to be bothering your patients to fill that survey out. Or if you're afraid they're going to give you low score, you're not going to, you're going to encourage them not to do it. And then me as the owner, I'm not going to hear about system breakdowns. So to answer your, I think it's an important thing that a lot of businesses like number one, don't tie compensation to your KPIs.   0:46:58.3 Travis Timmons: Like just, it's an output of the system and then explaining it to them and giving examples over time because their brains even though they hated it, like we don't do performance reviews, annual performance review. And people hate them. And I still get asked like hey, when are you doing my annual performance review? It's like do you want to do one? Well no.   0:47:21.2 Andrew Stotz: Yeah. We dropped performance appraisals in 2016 in my coffee business here in Thailand and we never looked back. We didn't come up with any particular stunning replacement. We just knew it was bad and we were willing to just walk away from what was bad. I want to wrap up and just get into the... What are the, let's talk about kind of extrinsic versus intrinsic. There's some external factors that we can say this Deming implementation provided these benefits to our company and then there's this internal or intrinsic benefits that you're getting. Maybe you can go through some of those benefits of where you're at now, what you're able to do now and we'll close it on that note of kind of what's the hope for somebody that's stuck in the situation. They're the entrepreneurial seizure, they're the technician, they're great at physical therapy, they start their physical therapy business and they're just scaling chaos basically. Tell us about, give us hope.   0:48:37.8 Travis Timmons: Yeah, no, happy to, the reason I have had the opportunity to speak in a lot of different settings about Dr. Deming and the reason I do it is because it's brought so much joy to me personally and to a ever growing team. It's having a positive impact on lives and the more I can do that, that gets to the intrinsic motivation. So the joy in work, there's a lot of bad organizations out there that just suck the life out of people. So that's my intrinsic motivation at this stage of the game of if Fitness Matters is bigger, so more jobs, there's more people having a positive experience in life and our outcomes being 35% higher, our community is getting healthier. So that's the intrinsic motivation at this stage. It's fun. I know again, we're not perfect. So continuous improvement to our conversation earlier. But the intrinsic motivation is the busier Fitness Matters gets, the busier Fitness Matters gets because of high outcomes and it's positive experience for more people in life. Extrinsically, I guess that gets to community outcomes. So that's intrinsic and extrinsic. You know, extrinsically, if you get this figured out, it's very easy to scale a business.   0:50:06.0 Andrew Stotz: And tell us about your scale, where are you at or where are your averages versus national averages? You know, what have you accomplished that's driving that external factors, let's call it.   0:50:19.4 Travis Timmons: Yeah. So a couple things. One, externally, a practice like ours nationally on average is growing at 9% to 10%. We're currently clipping along at 25% to 30%. So you know, that flywheel effect and chaos is no longer there. So we have process, so it's easier to scale. The other extrinsic piece is because of our outcomes and continuing scale, we're able to negotiate better rates with our insurance companies to reinforce our strong desire to keep one-on-one care model. So Deming talks about who all is part of your system. So insurance companies are part of our system and we don't have a lot of control over them. But because our data is so powerful externally, we have been able to negotiate higher rates than most of our competitors because our data speaks for itself.   0:51:23.2 Andrew Stotz: Faster growth, the ability to negotiate better terms because you're delivering better product and service generally means higher profit margins.   0:51:34.2 Travis Timmons: Yes.   0:51:34.6 Andrew Stotz: Fast growth with higher profit margins generally means you're generating more cash and you're no longer in cash crisis all the time and you have resources to decide, okay, now we want to expand or we want to invest or whatever.   0:51:50.9 Travis Timmons: Right.   0:51:51.4 Andrew Stotz: Is that...   0:51:51.9 Travis Timmons: Yeah, the cash crunch was real those first 10 years. So yeah, to your point, when you get to the other side of that and process is a big part of that so you're having a whole counting process, but yeah, you get to that size. But yeah, the intrinsic piece, one of the reasons I talk about Deming as much as I can. I've got two sons that are in college. My hope is there's more companies in the world today than there were 10 years ago that know about Deming, because that means there's a higher likelihood that my boys will work at a Deming company. And just seeing what a lot of companies do to people, we as owners have a big responsibility, I feel, we have a big responsibility to have a positive impact on our employees. And you're, as an owner, are responsible for that, in my opinion. And if you get it right, man, is it fun to look in the mirror or sit down with a team member or their spouse and be proud of, be proud of what you built. That's at the end of the day, the intrinsic motivation.   0:52:57.9 Travis Timmons: If you can be proud of what your product is and proud of the impact you're having on your team to where you're not sucking the life out of them, but actually intrinsically motivating them. There's not much else you can accomplish in business that was worth more than that, in my opinion.   0:53:18.5 Andrew Stotz: Yeah, wonderful. That's a great way to end it. What's the likelihood that our children are going to be working in a Deming company? Well, that's the whole reason why we are here talking about it. So, Travis, I want to say on behalf of everyone at the Deming Institute, I want to thank you for this discussion and of course, for listeners out there and viewers, remember to go to deming.org to continue your journey. This is your host, Andrew Stotz. I'll leave you with one of my favorite quotes from Dr. Deming, and I believe it's probably one of Travis's too people are entitled to joy in work.   0:53:56.0 Travis Timmons: Love it. Love it. Thank you, Andrew.   0:53:58.0 Andrew Stotz: Yep.

Hello New Listener! Are you new to CheapShow? Well, why not use this episode of the economy comedy podcast to dip your toes into the warm, inviting waters of thrifting, charity shops and snacks! Let the charming, witty hosts, Paul Gannon & Eli Silverman take you by the hand and present an edition of the podcast that gives you a little bit of everything CheapShow has to offer! There is nothing weird, unsettling, off-putting or inappropriate about this show. Nope. It's a perfectly normal thing to listen to! This week, we review some gummy snacks, a Nissin special edition instant noodle pot with a pumpkin spice twist, a Pepsi gingerbread concoction, listen to a few vinyl discoveries ranging from Disney disco to BBC story time adventures, and we also have to time to cram in a book that alleges to show you how to cheat at cards! It's a packed show – and we promise it's just as good as all those other comedy podcasts that you've heard about. Honest. See pics/videos for this episode on our website: https://www.thecheapshow.co.uk/ep-469-hello-new-listener www.patreon.com/cheapshow If you want to get involved, email us at thecheapshow@gmail.com For all other information, please visit: www.thecheapshow.co.uk Like, Review, Share, Comment... LOVE US! MERCH Official CheapShow Magazine Shop: www.cheapmag.shop Send Us Stuff: CheapShow PO BOX 1309 Harrow HA1 9QJ

Brandon and Jesse kick this sesh off on a deceptively simple question that always turns into a whole thing, how do you actually show love, like real love, not Instagram love, not “I posted a quote so I'm healed” love. And it starts in the most Brandon way possible, food. Not “I heated something up,” food, but “I'm trying to give you an experience” food. The kind where mac and cheese is not allowed to be mid, and even the boxed stuff somehow ends up feeling like a flex because you refuse to let a meal be boring if you're the one cooking.That rolls right into the part nobody talks about, love languages sound cute until you realize people are basically running different operating systems. Some people hug, some people avoid feelings like it's a sport, and some people show love by handing you something useful and acting like that counts as emotional intimacy. There's a whole little riff on how weird the holiday season is too, because no matter what you believe, December has that “aura,” like the world collectively cosplays being nicer for a minute. This year hits different though, court stuff in the background, kids in town, then kids gone, the emotional whiplash of closeness and absence back to back.Then you two take a hard left into the modern world being kind of… engineered. You talk about how life isn't “scripted” like a conspiracy, but it is shaped, nudged, fed, and filtered. Algorithms decide what you see, what you fear, what you think “everyone” thinks, and suddenly we're all yelling at each other like we're defending our favorite sports team. The perfect dumb metaphor lands, “I'm Coke and you're Pepsi,” and then immediately gets exposed for what it is, it's sugar water with bubbles, why are we acting like this is a holy war. That's the point, a lot of the division isn't even about reality anymore, it's about identity, dopamine, and what keeps people glued to their screens.From there it gets real in that way you guys do, not preachy, just honest. You talk about how hiding parts of yourself is basically self-rejection dressed up as “protecting the relationship.” The fear sounds like, “If you see this part of me, you won't love me.” And the truth is brutal and freeing, you're not even letting yourself be loved if you're always editing who you are. There's also a solid moment of perspective from stepping away from rigid religion years ago, and realizing you've seen more closeness and acceptance since, not less. More room for people to be whole, messy, complicated, and still worth loving.Save on Dr Dabber with Code: Cannabisschool10Save on Storz & Bickel with Code : CannabisschoolSave on Santa Cruz Shredder with Code: CSP10Save on Bomb Erigs with Code: CSPScore 100 on your test

We're taking a look back at some of our favorite episodes of 2025. This week on the Oakley Podcast, Megan Cummings and Dustin Eagle bring you another great episode as they welcome Fred & Jerome Levy. Fred is an Owner/Operator here at Oakley, and his son Jerome is already planning his trucking career. Fred, who started driving with Pepsi and transitioned to over-the-road trucking, discusses his career path and joining Oakley Trucking. Jerome, already knowledgeable in the industry, demonstrates an intense interest in trucking, using American Truck Simulator and already planning to start his own company in the future. The episode explores changes in the trucking industry, the importance of family values, understanding of trucking regulations, and truck models. Key takeaways include the evolving nature of trucking, the significance of mentorship even from parent to child, the potential for young, passionate individuals to innovate in the transportation industry, and so much more.Key topics in today's conversation include:Welcome to the Episode (0:46)Oakley Trucking Recruiting Needs (1:19)Celebrity Encounter Story (4:54)Preview of the Episode & Past Highlights (9:30)Introducing Fred and Jerome Levy (13:31)Fred's Early Trucking Career (17:35)Jerome's Introduction to Trucking and Passion for Trucks (20:45)Fred on Family, Purpose, and Jerome's Passion (24:43)Fred's Career Path Before Oakley (26:26)Fred's Experience at Oakley (30:01)Jerome's Business Aspirations (33:51)Changes in Trucking Over the Years (37:58)Trucking Regulations and Cleanliness (41:13)Jerome's Training and Future Plans (45:25)Generational Lessons and Family Support (47:41)Final Thoughts and Conclusion (49:12)Oakley Trucking is a family-owned and operated trucking company headquartered in North Little Rock, Arkansas. For more information, check out our show website: podcast.bruceoakley.com. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Livestreaming the moment while dressed as a pink Power Ranger, the German web activist – styling herself as ‘Martha Root’ – said the site’s security was so weak it ‘would make even your grandma’s AOL account blush’. The Save Mart Center naming rights deal between the Fresno State Association and Pepsi, which is worth more than $1.5 million per year, expires this year. Will that impact debt service or student services that run through the Association, the non-profit auxiliary that owns the aging on-campus arena? Please Like, Comment and Follow 'Philip Teresi on KMJ' on all platforms: --- Philip Teresi on KMJ is available on the KMJNOW app, Apple Podcasts, Spotify, YouTube or wherever else you listen to podcasts. -- Philip Teresi on KMJ Weekdays 2-6 PM Pacific on News/Talk 580 AM & 105.9 FM KMJ | Website | Facebook | Instagram | X | Podcast | Amazon | - Everything KMJ KMJNOW App | Podcasts | Facebook | X | Instagram See omnystudio.com/listener for privacy information.

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Welcome back to the Ultimate Guide to Partnering® Podcast. AI agents are your next customers. Subscribe to our Newsletter: https://theultimatepartner.com/ebook-subscribe/ Check Out UPX:https://theultimatepartner.com/experience/ In this exclusive interview, Vince Menzione sits down with Darryl Peek, Vice President for Partner Sales (Public Sector) at Elastic, to decode how Elastic achieved the rare “triple crown”—winning Partner of the Year across Microsoft, Amazon, and Google Cloud simultaneously. Darryl breaks down the engineering-first approach that makes Elastic sticky with hyperscalers, reveals the rigorous metrics behind their partner health scorecard, and shares his personal “one-page strategy” for aligning mission, vision, and execution. From leveraging generative AI for cleaner sales hygiene to the timeless lesson of the “Acre of Diamonds,” this conversation offers a masterclass in building high-performance partner ecosystems in the public sector and beyond. https://youtu.be/__GE0r2fPuk Key Takeaways Elastic achieved “Pinnacle” status by aligning engineering roadmaps directly with hyperscaler innovations to become essential infrastructure. Successful public sector sales require a dual approach: leveraging resellers for contract access while driving domain-specific co-sell motions. Partner relationships outperform contracts; consistency in communication is more valuable than only showing up for renewals. Effective partner organizations track “influence” revenue just as rigorously as direct bookings to capture the full value of SI relationships. Generative AI can automate sales hygiene, turning scattered meeting notes into actionable CRM data and reducing friction for sales teams. The “Acre of Diamonds” philosophy reminds leaders that the greatest opportunities often lie within their current ecosystem, not in distant new markets. If you're ready to lead through change, elevate your business, and achieve extraordinary outcomes through the power of partnership—this is your community. At Ultimate Partner® we want leaders like you to join us in the Ultimate Partner Experience – where transformation begins. Keywords: Elastic, Darryl Peek, public sector sales, hyperscaler partnership, Microsoft Partner of the Year, AWS Partner of the Year, Google Cloud Partner, partner ecosystem strategy, co-sell motion, partner metrics, channel sales, government contracting, Carahsoft, generative AI in sales, sales hygiene, Russell Conwell, Acre of Diamonds, open source search, observability, security SIM, vector search, retrieval augmented generation, LLM agnostic, partner enablement, influence revenue, channel booking, SI relationships, strategic alliances. Transcript: Darryl Peek Audio Episode [00:00:00] Darryl Peek: I say, I tell my team from time to time, the difference between contacts and contracts is the R and that’s the relationship. So if you’re not building the relationship, then how do you expect that partner to want to lean in? Don’t just show up when you have a contract. Don’t just show up when you have a renewal. [00:00:13] Darryl Peek: Make sure that you are reaching out and letting them know what is happening. Don’t just talk to me when you need a renewal, right? When you’re at end of quarter and you want me to bring a deal forward, [00:00:23] Vince Menzione: welcome to the Ultimate Guide to Partnering. I’m Vince Menzi. Own your host, and my mission is to help leaders like you achieve your greatest results through successful partnering. [00:00:34] Vince Menzione: We just came off Ultimate Partner live at Caresoft Training Center in Reston, Virginia. Over two days, we gathered top leaders to tackle the real shifts shaping our industry. If you weren’t in the room, this episode brings you right to the edge of what’s next. Let’s dive in. So we have another privilege, an incredible partner, another like we call these, if you’ve heard our term, pinnacle. [00:01:00] Vince Menzione: I think it’s a term that’s not widely used, but we refer to Pinnacle as the partners that have achieved the top rung. They’ve become partners of the year. And our next presenter, our next interview is going to be with an organization. And a person that represents an organization that has been a pinnacle partner actually for all three Hyperscalers, which is really unusual. [00:01:24] Vince Menzione: Elastic has been partner of the Year award winner across Microsoft, Amazon, and Google Cloud, so very interesting. And Darrell Peak, who is the leader for the public sector organization, he’s here in the Washington DC area, was kind enough. Elastic is a sponsor event, and Darryl’s been kind enough to join me for a discussion about what it takes to be a Pinnacle partner. [00:01:47] Vince Menzione: So incredibly well. Excited to welcome you, Darryl. Thank you, sir. Good to have you. I love you. I love your smile, man. You got an incredible smile. Thank you. Thank you, Vince. Thank you. So Darryl, I probably didn’t do it any justice, but I was hoping you could take us through your role and responsibilities at Elastic, which is an incredible organization. [00:02:08] Vince Menzione: Alright. Yeah, [00:02:09] Darryl Peek: absolutely. So Darrell Peak vice President for partner sales for the US public sector at Elastic. I’ve been there about two and a half years. Responsible for our partner relationships across all partner types, whether that’s the system integrators, resellers, MSPs, OEMs, distribution Hyperscalers, and our Technology Alliance partners. [00:02:26] Darryl Peek: And those are partners that aren’t built on the Elastic platform. In regards to how my partner team interacts with our team. Our ecosystem. We are essentially looking to further and lean in with our partners in order for them to, one, understand what Elastic does since we’re such a diverse tool, but also work with our field to understand what are their priorities and how do they identify the right partners for the right requirements. [00:02:50] Darryl Peek: In regards to what Elastic is and what it does elastic is a solution that is actually founded on search and we’re an open source company. And one of the things that I actually did when I left the government, so I worked for the government for a number of years. I left, went and worked for Salesforce, then worked for Google ran their federal partner team and then came over to Elastic because I wanted to. [00:03:11] Darryl Peek: Understand what it meant to be at an open source company. Being at an open source company is quite interesting ’cause you’re competing against yourself. [00:03:17] Vince Menzione: Yeah, that’s true. [00:03:18] Darryl Peek: So it’s pretty interesting. But elastic was founded in 2012 as a search company. So when you talk about search, we are the second most used platform behind Google. [00:03:28] Darryl Peek: So many of you have already used Elastic. Maybe on your way here, if you use Uber and Lyft, that is elastic. That is helping you get here. Oh, that is interesting. If you use Netflix, if you use wikipedia.com, booking.com, eBay, home Depot, all of those are search capabilities. That Elastic is happening to power in regards to what else we do. [00:03:47] Darryl Peek: We also do observability, which is really around application monitoring, logging, tracing, and metrics. So we are helping your operations team. Pepsi is a customer as well as Cisco. Wow. And then the last thing that we do is security when we’re a SIM solution. So when we talk about sim, we are really looking to protect networks. [00:04:03] Darryl Peek: So we all, we think that it’s a data problem. So with that data problem, what we’re trying to do is not only understand what is happening in the network, but also we are helping with threat intelligence, endpoint and cloud security. So all those elements together is what Elastic does. And we only do it two ways. [00:04:18] Darryl Peek: We’re one platform and we can be deployed OnPrem and in the cloud. So that’s a little bit about me and the company. Hopefully it was clear, [00:04:24] Vince Menzione: I’ve had elastic people on stage. You’ve done, that’s the best answer I’ve had. What does Elastic do? I used to hear all this hyperbole and what? [00:04:32] Vince Menzione: What? Now I really understand what you do is an organiz. And the name of the company was Elasticsearch. [00:04:36] Darryl Peek: It was [00:04:37] Vince Menzione: elastic at one time when I first. Worked with you. It was Elasticsearch. [00:04:40] Darryl Peek: Absolutely. Yeah. So many moons ago used to be called the Elk Stack and it stood for three things. E was the Elasticsearch which is a search capability. [00:04:48] Darryl Peek: L is Logstash, which is our logging capability. And Cabana is essentially our visualization capability. So it was called Elk. But since we’ve acquired so many companies and built so much capability into the platform, we can now call it the elastic. Platform. [00:05:00] Vince Menzione: So talk to me about your engagement with the hyperscalers. [00:05:02] Vince Menzione: You’ve been partner of the Year award winner with all three, right? I mentioned that, and you were, you worked for Google for a period of time. Yes. So tell us about, like, how does that work? What does that engagement look like? And why do you get chosen as partner of the year? What are the things that stand out when you’re working with these hyperscalers [00:05:19] Darryl Peek: and with that we are very fortunate to be recognized. [00:05:23] Darryl Peek: So many of the organizations that are out there are doing some of the same capabilities that we do, but they can’t claim that they won a part of the year for all three hyperscalers in the same year. We are able to do that because we believe in the power of partnership, not only from a technology perspective, but also from a sales perspective. [00:05:39] Darryl Peek: So we definitely lean in with our partnerships, so having our engineers talk, having our product teams talk, and making sure that we’re building capabilities that actually integrate within the cloud service providers. And also consistently building a roadmap that aligns with the innovation that the cloud service providers are also building towards. [00:05:56] Darryl Peek: And then making sure that we’re a topic of discussion. So elastic. From a search capability, we do semantic search, vector search, but also retrieval augmented generation, which actually is LLM Agnostic. So when you say LLM Agnostic, whether you want to use Gemini, Claude or even Chad, GBT, those things are something that Elastic can integrate in, but it actually helps reduce the likelihood of hallucination. [00:06:18] Darryl Peek: So when we’re building that kind of solution, the cloud service provider’s you’re making it easy for us, and when you make it easy, you become very attractive and therefore you’re. Likely gonna come. So it becomes [00:06:28] Vince Menzione: sticky in that regard. Very sticky. So it sounds like very much an engineer, a lot of emphasis on the engineering aspects of the business. [00:06:35] Vince Menzione: I know you’re an engineer by background too, right? So the engineering aspects of the business means that you’re having alignment with the engineering organizations of those companies at a very deep level. [00:06:44] Darryl Peek: Absolutely. So I’m [00:06:45] Vince Menzione: here. [00:06:45] Darryl Peek: Yeah. And being at Elastic has been pretty amazing. So coming from Google, we had so many different solutions, so many different SKUs, but Elastic releases every eight weeks. [00:06:54] Darryl Peek: So right before you start to understand the last release, the next release is coming out and we’re already at 9.2 and we just released 9.0 in May. So it’s really blazing fast on the capability that we’re really pushing the market, but it’s really hard to make sure that we get it in front of our partners. [00:07:10] Darryl Peek: So when we talk about our partner enablement strategy, we’re just trying to make sure that we get the right information in front of the right partners at the right time, so this way they can best service their customers. [00:07:19] Vince Menzione: So let’s talk about partner strategy. Alyssa Fitzpatrick was on stage with me at our last event, and she Alyssa’s fantastic. [00:07:25] Vince Menzione: She is incredible. Yes, she is. She was a former colleague at Microsoft Days. Yes. And then she, we had a really interesting conversation. About what it takes, like being in, in a company and then working with the partners in general. And you have, I’m sure you have a lot of the similarities in how you have to engage with these organizations. [00:07:42] Vince Menzione: You’re working across the hyperscalers, you’re also working with the ecosystem too. Yes. ’cause the delivery, you have delivery partners as well. Absolutely. So tell us more about that. [00:07:50] Darryl Peek: So we kinda look at it from a two, two ways from the pre-sales motion and then the post-sales. From the pre-sales side. [00:07:56] Darryl Peek: What we’re trying to do is really maximize our, not only working with partners, because within public sector, you need to get access to customers through contract vehicles. So if you want to get access to some, for instance, the VA or through GSA or others, you have to make sure you’re aligned with the right partners who have access to. [00:08:12] Darryl Peek: That particular agency, but also you want domain expertise. So as you’re working with those system integrators, you wanna make sure that they have capability that aligns. So whether it is a security requirement, you wanna work with someone who specializes in security, observability and search. So that’s the way that we really look at our partner ecosystem, but those who are interested in working with us. [00:08:30] Darryl Peek: Because everybody doesn’t necessarily have a emphasis on working with a new technology partner, [00:08:36] Vince Menzione: right? [00:08:36] Darryl Peek: So what we’re trying to do is saying how do we build programs, incentives and sales plays that really does align and strike the interest of that particular partner? So when we talk about it I tell my team, you have to, my grandfather to say, plan your work and work your plan. And if you fail a plan, you plan to fail. So being able to not only have a strong plan in place, but then execute against that plan, check against that plan as you go through the fiscal year, and then see how you come out at the end of the fiscal year to see are we making that progress? [00:09:01] Darryl Peek: But on the other side of it, and what I get stressed about with my sales team and saying what does partners bring to us? So where are those partner deal registrations? What is the partner source numbers? How are we creating more pipeline? And that is where we’re now saying, okay, how can we navigate and how can we make it easier? [00:09:17] Darryl Peek: And how can we reduce friction in order for the partner to say, okay, elastic’s easy to work with. I can see value in, oh, by the way, I can make some money with. [00:09:25] Vince Menzione: So take us through, have there been examples of areas where you’ve had to like, break through to this other side in terms of growing the partner ecosystem? [00:09:33] Vince Menzione: What’s worked, what hasn’t worked? Yes, I’d love to learn more about that. [00:09:36] Darryl Peek: I’ll say that and I tell my team one, you partner program is essential, right? If you don’t have an attractive partner program in regards to how they come on board, how they’re incentivized the right amount of margin, they won’t even look at you. [00:09:49] Darryl Peek: The second thing is really how do you engage? So a lot of things start with relationships. I think partnerships are really about relationships. I say I tell my team from time to time, the difference between contacts and contracts is the R and that’s the relationship. So if you’re not building the relationship, then how do you expect that partner to want to lean in? [00:10:07] Darryl Peek: Don’t just show up when you have a contract. Don’t just show up when you have a renewal. Make sure that you are reaching out and letting them know what is happening. I like the what Matt brought up in saying, okay, talk to me when you have a win. Talk to me when you have something to talk about. [00:10:22] Darryl Peek: Don’t just talk to me when you need a renewal. When you’re at end the quarter and you want me to bring a deal forward, that doesn’t help ab absolutely. [00:10:28] Vince Menzione: So engineering organizations, sales organizations, what are, what does a healthy partnership look like for you? [00:10:35] Darryl Peek: So I look at metrics a lot and we use a number of tools and I know folks are using tools out there. [00:10:41] Darryl Peek: I won’t name any tools for branding purposes, but in regards to how we look at tools. So some things that we measure closely. Of course it’s our partner source numbers, so partner source, bookings, and pipeline. We look at our partner attached numbers and pipeline as well as the amount or percentage of partner attached business that we have in regards to our overall a CV number. [00:11:00] Darryl Peek: We also look at co-sell numbers, so therefore we are looking at not only how. A partner is coming to us, but how is a partner helping us in closing the deal even though they didn’t bring us the deal? We’re also looking at our cloud numbers and saying what amount of deals and how much business are we doing with our cloud service providers? [00:11:15] Darryl Peek: Because of course we wanna see that number go up year over year. We wanna actually help with that consumption number because not only are we looking at it from a SaaS perspective, but also if the customer has to commit we can help burn that down as well. We also look at influence numbers. [00:11:27] Darryl Peek: Now, one of the harder things to do within a technology business is. Capturing all that si goodness. And saying how do I reflect the SI if they’re not bringing me the deal? And I can’t attribute that amount of deal to that particular partner, right? And the way that we do that is we just tag them to the influence. [00:11:44] Darryl Peek: So we’re able to now track influence. And also the M-S-P-O-E-M work that we are also tracking and also we’re tracking the royalties. And lastly is the professional service work that we do with those partners. So we’re looking to go up into the right where we start them out at our select level, we go to our premier level and then our elite level. [00:12:00] Darryl Peek: But left and to the right, I say you gotta go from zero to one, one to five, five to 10, and then 10 to 25. So if we can actually see that progression. That is where we’re really starting to see health in the partnership, but also the executive alignment is really important. So when our CEO is able to meet with the fellow CEO of the co partner company that is really showing how we are progressing, but also our VPs and others that are engaged. [00:12:20] Darryl Peek: So those are things that we really do measure. We do have a health score card and also, we track accreditations, we track certifications as well as training outcomes based on our sales place. [00:12:30] Vince Menzione: Wow. There’s a lot of metrics there. Yeah. So you didn’t bring, you didn’t bring any slides with that out? [00:12:35] Darryl Peek: Oh, no. I’m not looking at slides, by the way. [00:12:40] Vince Menzione: Let’s talk about marketplace. [00:12:42] Darryl Peek: All right? [00:12:42] Vince Menzione: Because we’ve had a lot of conversations about marketplace. We’ve got both vendors up here talking about marketplace and the importance of marketplace, right? You’ve been a Marketplace Award winner. We haven’t really talked about that, like that motion per se. [00:12:55] Vince Menzione: I’d love to s I’d love to hear from you like how you, a, what you had to overcome to get to marketplace, what the marketplace motion looks like for your organization, what a marketplace first motion looks like. ’cause a lot of your cut a. Are all your customers requiring a lot of direct selling effort or is it some of it through Marketplace? [00:13:14] Vince Menzione: Like how does it, how does that work for you? [00:13:15] Darryl Peek: So Elastic is a global organization. Yeah. So we’re, 40 different countries. So it depends on where we’re talking. So if we talk about our international business, which is our A PJ and EMEA business we are seeing a lot more marketplace and we’re seeing that those direct deals with customers. [00:13:28] Darryl Peek: Okay. And we’re talking about our mirror business. A significant amount goes through marketplace and where our customers are transacting with the marketplace and are listing. On the marketplace within public sector, it’s more of a resell motion. Okay. So we are working with our resellers. [00:13:39] Darryl Peek: So we work our primary distribution partner is Carahsoft. So you heard from Craig earlier. Yes. We have a strong relationship with Carahsoft and definitely a big fan of this organization. But in regards to how we do that and how we track it we are looking at better ways to, track that orchestration and consumption numbers in order to see not only what customers we’re working with, but how can we really accelerate that motion and really get those leads and transactions going. [00:14:03] Vince Menzione: Very cool. Very cool. And I think part of the reason why in, in the government or public sector space it has a lot to do with the commitments are different. Absolutely. So it’s not government agencies aren’t able to make the same level of commitments that, private sector organizations were able to make, so they were able to the Mac or Microsoft parlance and also a AWS’s parlance. [00:14:23] Vince Menzione: Yeah, [00:14:24] Darryl Peek: definitely a different dynamic. Yeah. And especially within the public sector. ’cause we have Gov Cloud to work with, right? That’s right. So we’re working with Microsoft or we’re working with AWS, they have their Gov cloud and then we Google, they don’t have a Gov cloud, but we still have to work with them differently. [00:14:35] Darryl Peek: Yeah. Within that space. That’s [00:14:36] Vince Menzione: right. That’s right. So it makes the motion a little bit differently there. So I think we talked through some of this. I just wanna make sure we cover our points [00:14:43] Darryl Peek: here. One thing I’ll do an aside, you talked about the acre of diamonds. I’m a big fan of that story. [00:14:47] Vince Menzione: Yeah, let’s talk about Russ Con. Yeah, [00:14:49] Darryl Peek: let’s talk about it. Do you all know about the Acre Diamonds? Have you all heard that story before? No. You have some those in the audience. [00:14:55] Vince Menzione: I, you know what, let’s talk about it. All [00:14:56] Darryl Peek: See, I’m from Philadelphia. [00:14:57] Vince Menzione: I didn’t know you were a family. My daughter went to Temple University. [00:14:59] Vince Menzione: Ah, [00:15:00] Darryl Peek: okay. That’s all I know. So Russell Conwell. So he was, a gentleman out of the Philadelphia area and he went around town to raise money and he wanted to raise money because he believed that there was a promise within a specific area. And as he continued to raise this money, he would tell a story. [00:15:14] Darryl Peek: And basically it was a story about a farmer in Africa. And the farmer in Africa, to make it really short was essentially looking to be become very wealthy. And because he wanted to become very wealthy, he believed that selling his farm and going off to a long distant land was the primary way for him to find diamonds. [00:15:28] Darryl Peek: And this farmer didn’t sold us. Sold his place, then went off to to this foreign land, and he ended up dying. And people thought that was the end of the story, but there was another farmer who bought that land and one time this big, and they called him the ot, came to the door and said you mind if I have some tea with you? [00:15:43] Darryl Peek: He said, all right, come on in. Have a drink. And as he had the drink, he looked upon the mantle and his mouth dropped. And then the farmer said what’s wrong? What do you say? He says, do you know what that is? No. He said no. Do you know what that is? He says, no. He said, that’s the biggest diamond I’ve ever seen, and the farmer goes. [00:16:01] Darryl Peek: That’s weird because there’s a bunch right in the back where I go grab my fruits and crops every day. So the idea of the acre diamonds and sometimes that you don’t need to go off to a far off land. It is actually sometimes right under your feet, and that is a story that helped fund the starting of Temple University. [00:16:16] Vince Menzione: I’m gonna need to take you at every single event so you can tell this story again. That’s an awesome job. Oh, I love it. And yeah, they founded a Temple University. Yeah. Which has become an incredible university. My daughter, like I said, my daughter’s a graduate, so we’re Temple fan. That’s great story. [00:16:31] Vince Menzione: That is a very cool, I didn’t realize you were a Philadelphia guy too, so that is awesome. Go birds. Go birds. All right, good. So let’s talk, I think we talked a little bit about your ecosystem approach, but maybe just a little bit more on this, like you said, like a lot of data, a lot of metrics but also a lot of these organizations also have to under understand the engineering side of things. [00:16:53] Vince Menzione: Oh, yeah. There’s a tremendous amount to become. Not everybody could just show up one day and become an elastic partner [00:16:58] Darryl Peek: absolutely. Absolutely. So take us [00:16:59] Vince Menzione: through that process. [00:17:00] Darryl Peek: Yeah. So one of the things that we are trying to mature and we have matured is our partner go to market. [00:17:06] Darryl Peek: So in order to join our partner ecosystem, you have to sign ’em through our partner portal. You have to sign our indirect reseller agreement. ’cause we do sell primarily within the public sector through distribution. And we only go direct if it is by exception. So you have to get justification through myself as well as our VP for public sector. [00:17:21] Darryl Peek: But we really do try to make sure that we can aggregate this because one thing that we have to monitor is terms and conditions. ’cause of course, working with the government, there’s a lot of terms and conditions. So we try to alleviate that by having it go through caresoft, they’re able to absorb some, so this way we can actually transact with the government. [00:17:36] Darryl Peek: In regards to the team though we try to really work closely with our solution architecture team. So this way we can develop clear enablement strategies with our partners so this way they know what it is we do, but also how to properly bring us up in a conversation. Also handle objections and also what are we doing to implement our solutions within other markets. [00:17:55] Darryl Peek: So those are things that we are doing as well as partner marketing. Top of funnel activity is really important, so we’re trying to differentiate what we’re doing with the field and field marketing. So you’re doing the leads and m qls and things of that nature also with partner marketing. So our partner marketing actually is driven by leads, but also we’re trying to transact. [00:18:10] Darryl Peek: And get Ps of which our partner deal registration. So that is how we align our partner go to market. And that is actually translating into our partner source outcomes. [00:18:18] Vince Menzione: And I think we have a slide that talks a little bit about your public sector partner strategy. [00:18:23] Darryl Peek: Oh yeah. Oh, I share that. So I thought maybe we could spin it. [00:18:25] Darryl Peek: Absolutely. [00:18:25] Vince Menzione: I know you we can’t see it, but they can. Oh, they can. Okay. Great. [00:18:29] Darryl Peek: There it’s there. [00:18:30] Vince Menzione: It’s career. [00:18:31] Darryl Peek: One thing, I think this was Einstein has said, if you can’t explain it simply, you don’t understand it well enough. So that was the one thing. So I always was a big fan of creating a one page strategy. [00:18:39] Darryl Peek: And based on this one page strategy one of the things when I worked at Salesforce it was really about a couple things and the saying, okay, what are your bookings? And if you don’t have bookings, what does your pipeline look like? If you don’t have pipeline, what does your prospecting look like? [00:18:51] Darryl Peek: Yeah. If you don’t have prospecting what does your account plan look like? And if you don’t have an account plan, why are you here? Why are you here? Exactly. So those are the things that I really talk to my team about is just really a, it’s about bookings. It’s about pipeline. It’s about planning, enablement and execution. [00:19:05] Darryl Peek: It’s about marketing, branding and evangelism, and also about operational excellence and how to execute. Very cool. So being able to do that and also I, since I came from Salesforce, I talk to my team a lot about Salesforce hygiene. So we really talk about that a lot. So make, making sure we’re making proper use of chatter, but also as we talk about utilizing ai, we just try to. [00:19:21] Darryl Peek: How do we simplify that, right? So if we’re using Zoom or we’re using Google, how do we make sure that we’re capturing those meeting minutes, translating that, putting that into the system, so therefore we have a record of that engagement with that partner. So this is a continuous threat. So this way I don’t have to call my partner manager the entire time. [00:19:36] Darryl Peek: I can look back, see what actions, see what was discussed, and say, okay, how can we keep this conversation going? Because we shouldn’t have to have those conversations every time. I shouldn’t have to text you to say, give me the download on every partner. Every time. How do we automate that? And that’s really where you’re creating this context window with your Genive ai. [00:19:53] Darryl Peek: I think they said what 75% of organizations are using one AI tool. And I think 1% are mature in that. But also a number of organizations, it’s 90% of organizations are using generative AI tools to some degree. So we are using gen to bi. We do use a number of them. We have elastic GPT. Nice little brand there. [00:20:11] Darryl Peek: But yeah, we use that for not only understanding what’s in our our repositories and data lakes and data warehouses, but also what are some answers that we can have in regards to proposal responses, RP responses, RFI, responses and the like. [00:20:23] Vince Menzione: And you’re reaching out to the other LLMs through your tool? [00:20:26] Darryl Peek: We can actually interact with any LLM. So we are a LLM Agnostic. [00:20:29] Vince Menzione: Got it. Yep. That’s fantastic. And this slide is we’ll make this available if you don’t have a, yeah, have a chance. We’ll share it. I [00:20:36] Darryl Peek: am happy to share, yeah. And obviously happy to talk, reach out about it. Of, of course. I simplified it in order to account for you, but one of the things that I talk about is mission, vision of values. [00:20:45] Darryl Peek: And as we start with that is what is your mission now? How is anybody from Pittsburgh, anybody steal a fan? Oh wow. No, there’s a steel fan over [00:20:54] Vince Menzione: here. There’s one here. There’s a couple of ’em are out here. So I feel bad. [00:20:57] Darryl Peek: The reason why I put immaculate in there is for the immaculate reception, actually. [00:21:00] Darryl Peek: Yes. And basically saying that if you ever seen that play, it was not pretty at all. It was a very discombobulated play. Yeah. And I usually say that’s the way that you work with partners too, because when that deal doesn’t come in, when you gotta make a call, when you’re texting somebody at 11 o’clock at night, when you’re trying to get that at, right before quarter end. [00:21:17] Darryl Peek: Yeah. Before the end of it. It really is difficult, but it’s really creating that immaculate experience. You want that partner to come back. I know it’s challenging, but I appreciate how you leaned in with us. Yes, absolutely. I appreciate how you work with us. I appreciate how you held our hand through the process, and that’s what I tell my team, that we have to create that partner experience. [00:21:32] Darryl Peek: And maybe that’s a carryover from Salesforce, Dave. I don’t know. But also when we talk about enhancing or accelerating our partner. Our public sector outcomes that is really working with the customer, right? So customer experience has to be part of it. Like all of us have to be focused on that North star, and that is really how do we service the customer, and that’s what we choose to do. [00:21:48] Darryl Peek: But also the internal part. So I used to survey my team many moves ago, and I said, if we don’t get 80% satisfaction rate from our employees how do we get 60% satisfaction rate from our customers? Yeah. So really focus on that employee success and employee satisfaction. It’s so important, is very important. [00:22:03] Darryl Peek: So being able to understand what are the needs of your employees? Are you really addressing their concerns and are you really driving them forward? Are you challenging them? Are you creating pathways for progression? So those are things that I definitely try to do with my team. As well as just really encouraging, inspiring, yeah. [00:22:19] Darryl Peek: And just making sure that they’re having fun at the same time. [00:22:21] Vince Menzione: It shows up in such, I, there’s an airline I don’t fly any longer, and it was a million mile member of and I know it’s because of the way they treat their employees. [00:22:29] Vince Menzione: Because it cascades Right? [00:22:30] Darryl Peek: It does. Culture is important. [00:22:32] Vince Menzione: Yeah. Absolutely. [00:22:32] Darryl Peek: What is it? What Anderson Howard they say what col. Mark Andresen culture eat strategy for [00:22:37] Vince Menzione: breakfast. He strategy for breakfast? Yes. Very much this has been insightful. I really enjoyed having you here today. Really a great, you’re a lot of fun. You’re a lot of fun. [00:22:43] Vince Menzione: Darry, isn’t you? Amazing. So thank you for joining us. Thank you all. Thank And you’re gonna be, you’re gonna be sticking around for a little while today. I’m sticking around for a little while. I’ll be back in little later. I think people are gonna just en enjoy having a conversation with you, a little sidebar. [00:22:55] Darryl Peek: Absolutely. I’m looking forward to it. Thank you all for having me. Glad to be here. And thank you for giving the time today. [00:23:01] Vince Menzione: Thank you Darryl, so much. So appreciate it. And you’re gonna have to come join me on this Story Diamond tool. Yeah, absolutely. Thanks for tuning into this episode of Ultimate Guide to Partnering. [00:23:12] Vince Menzione: We’re bringing these episodes to you to help you level up your strategy. If you haven’t yet, now’s the time to take action and think about joining our community. We created a unique place, UPX or Ultimate partner experience. It’s more than a community. It’s your competitive edge with insider insights, real-time education, and direct access to people who are driving the ecosystem forward. [00:23:38] Vince Menzione: UPX helps you get results, and we’re just getting started as we’re taking this studio. And we’ll be hosting live stream and digital events here, including our January live stream, the Boca Winter Retreat, and more to come. So visit our website, the ultimate partner.com to learn more and join us. Now’s the time to take your partnerships to the next level.

Per approfondire gli argomenti della puntata: Altre pillole dal 45 a oggi : https://www.youtube.com/watch?v=gNGzCF04vi4&list=PLpMrMjMIcOkkDwQQVtLtYa1BczFWc-R5f&index=1&ab_channel=LaBibliotecadiAlessandria Learn more about your ad choices. Visit megaphone.fm/adchoices

Happy New Year, Retrospectors! We'll return with new episodes from Monday 5th January, but in the meantime the team have been choosing their favourite episodes from 2025 that are worthy of a second listen. First up, Olly has selected our conversation about ‘New Coke'. Coca-Cola was approaching its 100th birthday on 23rd April, 1985, when it unveiled a new beverage at New York City's Lincoln Center: the ‘smoother, rounder, bolder' flavour of ‘New Coke'. The success of Diet Coke had fragmented the market, and, in response to Pepsi's aggressive marketing campaigns targeting younger consumers, Coke had sought to introduce a sweeter formula. But, instead of offering the new formula alongside the original, they made the catastrophic decision to discontinue their classic recipe, known as Merchandise 7X.  The company had conducted extensive taste tests involving 190,000 consumers, which indicated a preference for the new formula. However, these tests overlooked the deep emotional connection many had with the original Coke. Protest groups like the Society for the Preservation of the Real Thing and Old Cola Drinkers of America, founded by Gay Mullins, emerged, reflecting the public's dissatisfaction, and, just 79 days after the launch, on July 11th, 1985, Coca-Cola held a press conference to announce the return of the original formula - now branded as "Coca-Cola Classic."  In this episode, Arion, Rebecca and Olly reveal those hardcore cola fans who stockpiled soda like it was gold; uncover the psychiatrist's opinion that Coke's most committed customers were behaving as if they'd experienced a bereavement; and consider the conspiracy theories that suggest Coca-Cola engineered the whole debacle deliberately… Further Reading:  • ‘Coke, The Taste That Distresses' (The Washington Post, 1985): https://www.washingtonpost.com/archive/lifestyle/1985/06/07/coke-the-taste-that-distresses/1f0758dd-98a2-4a9d-ae1c-c188c2228354/ • ‘New Coke Didn't Fail. It Was Murdered' (Mother Jones, 2019): https://www.motherjones.com/food/2019/07/what-if-weve-all-been-wrong-about-what-killed-new-coke/ • ‘1985: Coca-Cola launches new Coke' (CBS Evening News, 1985): https://www.youtube.com/watch?v=a8j97dOLsyk #80s #Advertising #Mistakes #Food Love the show? Support us!  Join 

One on One Video Call W/George https://tidycal.com/georgepmonty/60-minute-meetingSupport the show:https://www.paypal.me/Truelifepodcast?locale.x=en_USIn this powerful episode of the True Life Podcast, host George Monty delivers a hard-hitting “daily transmission” exposing how corporations and systems deliberately manufacture scarcity to drive profits, control populations, and prevent true abundance from reaching everyday people. Drawing on real-world examples from food, housing, medicine, and more, George reveals the patterns of consolidation, surplus destruction, and artificial shortages that keep society desperate and divided. He calls for recognition, documentation, and rebellion against this “scarcity weapon,” urging listeners to investigate local resources and demand the withheld plenty. This episode is a wake-up call to see beyond the narratives of inflation and supply chain issues to the engineered theft of abundance.Host: George MontyPodcast: True Life PodcastDuration: Approximately 10-15 minutes (based on transcript length)Release Date: Estimated based on content references (late 2025)Listen Here: Explore more episodes and connect with George Monty on the TrueLife platform. Key Timestamps & HighlightsGeorge's monologue flows as a continuous narrative, but we've broken it down into thematic sections with approximate timestamps for easy navigation:•  00:00 - 01:00: The Illusion of Struggle George opens by challenging the narrative that you're failing—it's engineered starvation in abundance. He prompts listeners to check their finances and see how earnings vanish despite higher pay, labeling it “2025's manufactured scarcity” designed for control and extraction.•  01:00 - 02:30: From Ancient Famines to Modern Engineering Contrasting natural famines with today's deliberate hunger, George highlights U.S. food production capacity (enough for 10 billion people) versus 34 million facing food insecurity amid record corporate profits.   He exposes the “machine that weaponizes emptiness.” •  02:30 - 04:00: Food Shortages Exposed•  2024 egg shortage: Not avian flu, but corporate consolidation by Cal-Maine Foods (20% market control), leading to tripled prices and $535 million in profits. •  2022-2024 baby formula crisis: Abbott's monopoly (43% market) caused shutdowns, boosting stock 34% while parents turned to black markets. https://www.theguardian.com/us-news/2025/apr/09/doj-egg-prices-rise-cal-maine-profits•  04:00 - 05:00: Housing and Tech Hoarding•  Housing crisis: 16 million vacant homes in the U.S. versus over 600,000 homeless, as empty properties prove more profitable. •  2025 semiconductor shortage: TSMC's alleged deliberate restrictions via leaked emails to maintain pricing, with chips stockpiled while car prices soar.  (Note: Related to trade secret leaks; broader shortage context available.)https://unitedwaynca.org/blog/vacant-homes-vs-homelessness-by-city/•  05:00 - 06:30: Surplus Destruction and Corporate Mandates George uncovers patterns of destroying goods under USDA/EPA/FDA protocols lobbied by corporations.  He cites the 2024 NASS report (Appendix G, p. 847) on 2.3 billion pounds of produce destroyed to avoid “market destabilization.”  Kroger's 2019 leaked memo advocates “optimal scarcity ratios” for urgency buying. https://www.usda.gov/about-usda/news/press-releases/2023/09/20/usda-expands-efforts-prevent-and-reduce-food-loss-and-wastehttps://www.nass.usda.gov/Charts_and_Maps/Crop_Progress_&_Condition/2024/index.phphttps://www.nationofchange.org/2024/09/03/corporate-greed-exposed-kroger-admits-to-price-gouging-on-milk-and-eggs-amid-antitrust-trial/•  06:30 - 08:00: The Scarcity Playbook Step-by-step breakdown: Consolidate supply, engineer shortages (restrict, destroy surplus), profit from desperation. Blame shifts to weather or labor, not architects.•  08:00 - 10:00: Historical and Ongoing Examples•  2008 housing crisis: Banks held 3.5 million foreclosures as “shadow inventory” to keep prices high. https://en.wikipedia.org/wiki/Subprime_mortgage_crisis•  2020 toilet paper: Procter & Gamble and Georgia-Pacific (55% control) restricted distribution for 300% price surges at 64% capacity. https://www.resourcewise.com/market-watch-blog/are-we-really-running-out-of-toilet-paper-in-the-covid-crisis•  2021 lumber: Weyerhaeuser and West Fraser (40% control) quadrupled prices with underused mills. https://markets.businessinsider.com/news/stocks/lumber-prices-hit-record-highs-soaring-past-year-2021-4-1030299977•  2023 prescription drugs: Wholesalers like McKesson, Cardinal, and AmerisourceBergen (95% control) restrict insulin ($2 production cost) amid shortages. https://www.mmm-online.com/home/channel/drug-shortages-in-america/•  2025 water: Nestlé, Coca-Cola, Pepsi (75% bottled water) amid contaminated public supplies. https://www.grandviewresearch.com/industry-analysis/bottled-water-market•  10:00 - 11:30: Broader Patterns of Waste Amazon destroys 2 million unsold products yearly for scarcity pricing.  Pharma discards effective expired meds.  Energy firms flare gas for 10 million homes.  McKinsey's 2023 report recommends 15-20% below-demand inventory for margins.  Supply chain “disruptions” post-2020? Traffic normalized by Q3 2021, but prices stayed high via throttling. https://www.ethicalconsumer.org/ethical-campaigns-boycotts/amazons-burning-approach-unsold-returned-productshttps://pmc.ncbi.nlm.nih.gov/articles/PMC10834166/

Unser heutiger Gast war einer der Ersten, der in unserem Podcaststudio Platz nahm. In Folge 23 (!) sprachen wir über die Kraft der Disziplin, die Magie von Soundtracks und darüber, wie man in Hollywood überhaupt ernst genommen wird, wenn man aus Nordhorn kommt. Heute, 501 Folgen später, ist er zurück. Und es ist kein Interview, sondern ein Gespräch, das wir bei uns und er in seinem Podcast HUNGRY streamen Er ist Komponist, Musiker, Unternehmer und Gründer von 2WEI Music, einem der weltweit gefragtesten Studios für Trailer-, Werbe- und Game-Musik. Von Fluch der Karibik bis Wonder Woman, von Porsche bis Pepsi, von Hamburg bis Los Angeles. Sein Team arbeitet an der Schnittstelle von Emotion, Technologie und Klang. Und das mit einem Anspruch, der weit über Awards und Plays hinausgeht: Musiker:innen Bedingungen zu geben, so dass sie von ihrer Musik leben können. In dieser gemeinsamen Jahresrückblick-Folge sprechen wir über Themen, die uns beide 2025 bewegt haben. Was bedeutet Partnerschaft in einer Welt, in der alles schneller und unpersönlicher wird? Warum ist es so wichtig, sich auch angemessen aus Partnerschaften zu verabschieden, die nicht mehr funktionieren? Wie verändert künstliche Intelligenz (kreative) Prozesse und wie begegnet man der Angst vor dem Kontrollverlust? Und was braucht es, um ein Unternehmen aufzubauen, das nicht nur erfolgreich ist, sondern auch Haltung hat? Seit über acht Jahren beschäftigen wir uns in diesem Podcast mit der Frage, wie Arbeit den Menschen stärkt, statt ihn zu schwächen. Wir haben in über 500 Episoden mit fast 700 Persönlichkeiten darüber gesprochen, was sich verändert hat und was sich noch verändern muss. Heute nehmen wir euch mit in ein Gespräch, das persönlicher ist als sonst, in dem auch Tränen fließen und das trotzdem, oder vielleicht genau deshalb, voller Erkenntnisse steckt. Ihr seid bei On the Way to New Work und bei Hungry, in einem Weihnachtsgespräch, das wir ab jetzt jedes Jahr führen wollen. Wir? Das sind der wunderbare Simon Heeger und ich, Michael Trautmann [Hier](https://linktr.ee/onthewaytonewwork) findet ihr alle Links zum Podcast und unseren aktuellen Werbepartnern

It's the Command Center Podcast LIVE! Christmas Eve Special presented by Pepsi. Logan Paulsen, Santana Moss, and Fred Smoot are joined by special guests London Fletcher and Brian Mitchell...and Santa Claus!   Hosts: Logan Paulsen, Santana Moss, Fred Smoot   Guests: London Fletcher, Brian Mitchell, Santa Claus, Hater Jason   Producer: Jason Johnson   Get Your Commanders Tickets Here: https://bit.ly/3SpwKU3   Location: City Tap, Ashburn   The views and opinions expressed by our analysts and/or hosts are their own and do not necessarily reflect the views or positions of the Washington Commanders or any of their representatives.See omnystudio.com/listener for privacy information.

If you ever rode rear-facing in a station wagon or took a “fart walk” to survive the holidays… welcome home. This week, we're wrapping up 2025 by revisiting the moments that made us laugh hardest, cry a little, and feel deeply connected to you this past year. (Thank you for your voicemails and emails into the show. Our listeners are the heart of Laugh Lines and we cannot wait to keep it going in 2026!)This episode is a love letter to the Laugh Lines community. We're checking back in with some of our favorite callers and guests, including a 10-year-old inventor who reminds us why ADHD brains are magic, why using Gen Z lingo can be helpful, and the very serious debate of Diet Coke vs. Diet Pepsi. Plus, Penn shares his official “nuggets” from the year (aliens may or may not be involved) and Sam & Ann Marie pop in to close the show. Thanks for being here, thanks for listening so closely, and don't worry we will be back in January. Until then, be kind, take the walk, and drink the Diet Coke (or Pepsi, if you must.) We hope you keep laughing with us next year!We love to hear from you (and tell us what you want in 2026!) leave us a message at 323-364-3929 or write the show at podcast@theholdernessfamily.com. You can also watch our podcast on YouTube.Visit Our ShopJoin Our NewsletterFind us on SubstackFollow us on InstagramFollow us on TikTok Follow us on FacebookLaugh Lines with Kim & Penn Holderness is an evolution of The Holderness Family Podcast, which began in 2018. Kim and Penn Holderness are award-winning online content creators known for their original music, song parodies, comedy sketches, and weekly podcasts. Their videos have resulted in over two billion views and over nine million followers since 2013. Penn and Kim are also authors of the New York Times Bestselling Books, ADHD Is Awesome: A Guide To (Mostly) Thriving With ADHD and All You Can Be With ADHD. They were also winners on The Amazing Race (Season 33) on CBS. Laugh Lines is hosted and executive produced by Kim Holderness and Penn Holderness, with original music by Penn Holderness. Laugh Lines is also written and produced by Ann Marie Taepke, and edited and produced by Sam Allen. It is hosted by Acast. Thanks for listening! Hosted on Acast. See acast.com/privacy for more information.

After 100 years of the Coca Cola versus Pepsi soft drink war, has the battle been won, with Pepsi now 3rd on the list of the biggest selling fizzy drinks in the world?Joining Seán to discuss is Eoin Burke-Kennedy, Economics Correspondent of The Irish Times…

Mike Nett, GM of Trading Cards and Memorabilia at eBay, joins Passion to Profession to share his path from childhood collecting to running the largest trading card marketplace in the world. We talk about how his experiences at Pepsi, Amazon, and PSA shaped the way he thinks about collectors, sellers, and trust at scale. Mike pulls back the curtain on how eBay makes product decisions, why sellers are the engine of the hobby, what 2025 data revealed about collector behavior, and how small experience changes can have massive impact. This conversation is about growth, perspective, and building for collectors without losing the human side of the hobby. A special thank you to eBay for sponsoring Passion to Profession. The biggest and best marketplace to buy your next favorite trading card.Get exclusive content, promote your cards, and connect with other collectors who listen to the pod today by joining the Patreon: Join Stacking Slabs Podcast Patreon[Distributed on Sunday] Sign up for the Stacking Slabs Weekly Rip Newsletter using this linkFollow Stacking Slabs: | Twitter | Instagram | Facebook | Tiktok ★ Support this podcast on Patreon ★

Mike speaks with Steve Shaw from the Black Eyed Pea about their new, 9th location in Colorado: Fort Collins! Later, Mike talks about Trump's recent speech, the holiday cherry and cream Pepsi, and things women wanna hear, but never do... This and more on Hour 1 of the Mike Boyle Restaurant Show!See omnystudio.com/listener for privacy information.

The trial of a former Market Basket CEO is about to begin. Pepsi looks to reduce prices and eliminate some products. And kratom-related products are now illegal in Ohio.

Innovation doesn't fail because companies lack ideas—it fails because leadership and culture aren't built to support change. In this episode, Paul Alex sits down with Bud Caddell, founder of NOBL (nobl.io), to break down what actually stops organizations from executing on bold ideas. Bud shares real-world lessons from working with global brands and fast-growing companies, explaining how misaligned incentives, poor leadership behaviors, and broken decision-making systems quietly kill innovation. He also reveals what leaders must do differently to build cultures where change doesn't just start—but actually sticks. Whether you're an entrepreneur, a team leader, or building from the ground up, this conversation will reshape how you think about leadership, culture, and execution. Your Network is your NETWORTH! Make sure to add me on all SOCIAL MEDIA PLATFORMS: Instagram: https://jo.my/paulalex2024 Facebook: https://jo.my/fbpaulalex2024 YouTube: https://www.youtube.com/channel/UCNB9ivoJf7ppjuSplOAkEZw LinkedIn: https://jo.my/inpaulalex2024 Looking for a secondary source of income or want to become an entrepreneur? Check out one of my companies below to see if we can help you:

Interview Date: September 14th, 2025Episode Summary:In this inspiring conversation, Carol Borjas Cantrell shares her remarkable evolution from a Venezuelan rhythmic gymnast to touring the world as a professional dancer and raising the next generation of talent, including her daughter Kylie Cantrell (Disney's Descendants: The Rise of Red).Carol walks listeners through her early ballet training, her scholarship to Tremaine in Los Angeles, and how she built a 30-year career dancing for icons such as Paul McCartney, Lou Bega, and Brian McKnight. She opens up about adapting to the U.S. industry, navigating agencies and visas, and the lessons that have shaped both her and her daughter's artistic paths.Throughout the episode, Carol offers practical insight on auditions, tour life, staying “camera-ready,” and balancing motherhood with a professional career. Her message to dancers is simple but powerful — prepare relentlessly, stay grounded, and do the brave thing, even when the path ahead feels uncertain.This episode is perfect for dancers, parents of young performers, and aspiring pros who want an inside look at what it takes to sustain longevity in the ever-changing dance world.Shownotes:(0:00) – Welcome & intro to Carol Borjas Cantrell's journey(3:44) – Tour credits with Paul McCartney, Brian McKnight & Lou Bega(10:51) – Early training in Venezuela & rhythmic gymnastics foundation(13:56) – Tremaine scholarship & moving to L.A. at 17(16:50) – Audition evolution: from in-person to self-tapes(21:37) – Visa journey & path to U.S. citizenship(29:32) – Tour highlights & behind-the-scenes moments(35:18) – Advice for Kylie on tour life & balance(47:42) – Teaching resilience & confidence to young performers(1:26:19) – Closing words: live your passion & stay camera-readyBiography:This Venezuelan born dancer/choreographer has over 20 years experience. She began with ballet and contemporary dance. Carol also trained in Rhythmic gymnastics for 12 years receiving numerous honors… including, five consecutive years, Venezuela's “Best Gymnast”. Once she moved to Los Angeles she began working in the industry with artists like, Paul McCartney, (World tour), Country icons Brookes and Dunn, Hip Hop legends: Will Smith, P Diddy, Snoop Dogg, LL Cool J. Brian Mc Night etc. 
She has appeared in movies like Austin Powers, Cinderella Story & more. She hosted an Entertainment Television show called “Hablemos De Cine” on Azteca America, interviewing both Spanish and American celebrities. She has done several national TV commercials including Dodge Durango with Will Ferrel, Gain Detergent, AT&T, Pepsi, Sprite and many more. In television she has danced on MTV Movie Awards, Guys Choice awards, Image Awards etc. She appeared on television series like Alias, American Idol to name a few. For the past seven years Carol is the choreographer of a Spanish TV network ( Estrella TV)  Choreographing, and appearing and some of the shows including the Spanish version of Dancing with the Stars, and Los Premios de la Radio a la musical regional Mexicana.Carol also had a special appearance, on the ABC series,"America's Got Talent.”Carol has appeared on several Warner Brothers productions for the famous series “Gilmore Girls” also Netflix shows “Fuller House”,  “Jane the Virgin” and Show Time series “Penny Dreadful” and she recently also appeared on the new prequel “Dexter”.Connect on Social Media:Instagram: https://www.instagram.com/caroljborjas?igsh=NTc4MTIwNjQ2YQ%3D%3D&utm_source=qr  

Unmasking Hidden Sugars in 'Healthy' Drinks: Leyla Muedin, a registered dietitian nutritionist, examines the surprising amounts of sugar found in commonly perceived 'healthy' drinks. She discusses how beverages like energy drinks, fruit smoothies, and chai lattes can exceed the daily recommended sugar intake, based on a study by Ben's Natural Health. Leyla warns that even health-focused products and homemade drinks can contain high sugar levels, which can impact weight, blood sugar levels, and overall health. She emphasizes the importance of being an 'ingredient sleuth' and making informed choices. 

“A.I.”, False Dichotomy, and the Illusion of Choice: A.K.A. “Coke, or Pepsi?” 67

America's seizure of a Venezuelan oil tanker fits with the stated goals in its new national-security strategy: untrammelled hemispheric dominance. How much of the document is polemic and how much will become policy? The long-run costs of the work-from-home revolution are becoming apparent in many American cities. And the one region where Pepsi is the cola of choice.Get a world of insights by subscribing to Economist Podcasts+. For more information about how to access Economist Podcasts+, please visit our FAQs page or watch our video explaining how to link your account. Hosted on Acast. See acast.com/privacy for more information.

America's seizure of a Venezuelan oil tanker fits with the stated goals in its new national-security strategy: untrammelled hemispheric dominance. How much of the document is polemic and how much will become policy? The long-run costs of the work-from-home revolution are becoming apparent in many American cities. And the one region where Pepsi is the cola of choice.Get a world of insights by subscribing to Economist Podcasts+. For more information about how to access Economist Podcasts+, please visit our FAQs page or watch our video explaining how to link your account. Hosted on Acast. See acast.com/privacy for more information.

We're talking cool scars, and no one has a cooler scar than KFI tech director The Foosh, following his dangerous car accident last August that nearly resulted in his arm being amputated. Video game chain store GameStop had a national Trade Anything Day, in which customers could bring in anything smaller than a breadbox and trade it for $5 in store credit. There were more than 80,000 trade-ins. Remember the cola wars of the 1970s and ’80s? It was Coca Cola vs. Pepsi, and Coke nearly got trounced when the brand changed its recipe to release New Coke in the mid-’80s. Now, a 120-year-old cola is making a comeback. That sweet drink? Royal Crown Cola! Secretary of State Marco Rubio is under pressure to admit we’ve made UFO contact. See omnystudio.com/listener for privacy information.

SEC Announces It Will Not Respond to Most No-Action Requests for Rule 14a-8 Shareholder Proposals.Government shutdown - the staff claimed they COULDN'T respond because after the shutdown, they had too much other work to do: “current resource and timing considerations following the lengthy government shutdown and the large volume of registration statements and other filings requiring prompt staff attention.” It just happens to coincide with Atkins saying there shouldn't be shareholder proposals, that's just a coincidence.John Cheveddan and Jim McRitchie - let's be honest, if it weren't for Cheveddan and McRitchie over 3 decades, we'd have less shareholder rights, and companies would not be such big whiners about “woke” shareholder proposals. Guys, you ruined it for all of us with your attention to democracy.Woke ESG shareholders like As You Sow, Arjuna, Trillium, and nuns - if we're honest, the nuns and SRI crowd might have been the straw, right? I mean they're putting in proposals that MAKE Exxon sue them! How dare they ask for carbon scope 3 emissions data!Antiwoke shareholders like NCPPR and Jesus - excluding Cheveddan/McRitchie, the highest volume of shareholder proposals have actually been the ANTI-woke filers, asking for things like a report on how companies will stop funding trans conversions (or one actual one where they asked about the reputational risk of NOT supporting un-trans-ing). Some of the proposals are so comically stupid, but the companies have to respond using third party lawyers and do the whole thing - maybe National Legal whatever center for whatever is the REAL straw?ISS and Glass Lewis - this was like 90% of what they did, since they certainly didn't suggest voting against any directors unless an activist was involved. So when Ramaswamy and Musk and DeSantis and Texas declared proxy advisors woke activists, it was hard to deny since they didn't do any work to vote out directors - just offer customers whatever voting pablum they wantedBlackRock and investors who never voted anywayOther - Atkins and Manhattan institute - lobbyists, administrationPepsi to cut product offering nearly 20% in deal with $4 billion activist ElliottPepsiCo said it also plans to accelerate the introduction of new offerings with simpler and more functional ingredients, including Doritos Protein and Simply NKD Cheetos and Doritos, which contain no artificial flavors or colors. The company also recently introduced a prebiotic version of its signature cola..WHO DO YOU BLAME?Pepsi CEO Ramon Laguarta - CEO since 2018, 21% influence, 43% connected to the board (so they're basically all known entities), has overseen basically zero shareholder value increase in the last 5 years, overall .513 TSR batting average - what has he been doing? Did he put a sign on the door begging an activist to come hang?Activist Elliott Management - Paul Singer is notorious as a real foodie… wait, no, sorry, he's known as a “vulture capitalist” who helped oust Jack Dorsey from Twitter because he didn't want him to hang in Africa, but was happy to have Elon Musk (who has five jobs) take it over. In 2021, he did take a 3% stake in Ahold Delhaize, a grocery store owner, so he's probably had a protein shake sprinkled on Doritos before?Pepsi's board - first of all, it's 14 people, which is like 7 people too many. Second - 4 finance types? Two pharma/med types? There are more people who know medicine than food - only ONE agribusiness repped on the board (Bunge) with the only other food production from Pepsi or ex-Pepsi execs? There are three directors on the nom committee with 10+ years on the board, and the other two have.. 9 years. Vasella has been there 23 years - time for some turnover.Roberto P. Martínez (International Chief Commercial Officer and CEO of New Revenue Streams) and Tara Glasgow (Executive Vice President and Chief Science Officer) - someone needs to be held responsible for Doritos Protein and Simply NKD CheetosJimmy Kimmel signs ABC extension through 2027Most of Kimmel's recent renewals have been multiyear extensions. There was no immediate word on whose choice it was to extend his current contract by one year.WHO DO YOU BLAME?Bob Iger - he yanked Kimmel to kiss Brendan Carr's ass and the affiliates, then put him back on when subscribers cancelled, then convinced affiliates to re-air, all because Kimmel said conservatives really didn't want Kirk's killer to be conservative? Now Kimmel is EXTENDED? It has to be the dumbest series of events since “Don't Say Gay” bill in Chapek's era, right?Disney's board - these are well known directors in the bag for Iger, and Iger would not even be CEO again if not for them. Susan Arnold, who at the time had more influence on the board than Iger, was chair of the nominating committee, had Mel Lagomasino and Derica Rice on with her, all went with Iger's hand picked choice of Bob Chapek. Arnold left the board, but both Rice and Lagomasino stayed behind to help choose… Bob Iger to return? Then brought on James Gorman, who hand picked HIS successor, to lead succession with Bob Iger again? Is anyone doing a job on this board? ISS - when Nelson Peltz took his Ike Perlmutter borrowed stake in Disney in 2024, ISS sided with Peltz and suggested voting out Mel Lagamasino because she was the longest tenured director and “responsible” for Disney's failed succession. In 2025, after Peltz lost and no one cared, ISS backed Lagamasino. With analysis like that, it's no wonder Disney can bow to the Trump Administration since there's no way ISS will actually suggest changing the board unless an old racist takes a stake.Brendan Carr - is this just a finger in the eye of Carr, the FCC, and the angry conservative affiliates by Iger? Is this Disney's way of being woke now?Other - Baby Doll Dixon, Jimmy Kimmel's agent - should have gotten him a 10 year deal with a player option out. Optically way better, gets bought out if they fire him.Trump says Netflix, WBD deal could be 'problem' as son-in-law Kushner backs Paramount bid“I'll be involved in that decision too,” Trump said days after Netflix agreed to buy WBD's film studiosParamount revealed in a regulatory filing that its hostile bid for WBD bid is being backed by Trump's son-in-law, Jared Kushner, who is a former White House advisor - and every Middle Eastern sovereign fund, as well as over $40bn by Larry Ellison (and David Ellison committed to spend more in a text to co-CEO Ted SarandosWHO DO YOU BLAME?Larry Ellison - without daddy's $40bn (and more - what's $40bn when you have $269bn in net worth and own an island in Hawaii), there is no deal - literally no deal, this is pure nepo - THE OLIGARCHYMiddle Eastern sovereign funds - I mean, they're involved in EVERY major deal of a conservative figure (Musk/Twitter, Musk/Grok, Ellison/Paramount, Ellison/TikTok, Trump/Air Force One) and are backing another consolidation. Is this the greatest capitalist manipulation ever? Dictator capitalism?Robby Starbuck - he claimed “victory” in the Skydance acquisition terms for killing DEI at Paramount, used the opportunity to lick the boot of Brendan Carr, who is almost guaranteed to investigate Netflix given their wokeness. Somehow it's all Robby Starbuck's fault, right?WBD chair Sam Di Piazza - a near lifer at PwC as an accountant until he want to Citi as an i-banker for a stint, served on AT&T's board… an ACCOUNTANT is running the show! No one has heard of him, he's not in any of the news, but ostensibly he (and the board) approved the Netflix deal after dealing with Baby Ellison. The board is the only group that gets all the bids, compares them, and ultimately decides what to agree on and send to shareholders. If they chose Baby Ellison to avoid him throwing a temper tantrum to daddy, there's no hostile takeover and conservatives can rejoice in owning all of media, right? Snap appoints Arlo CEO Matthew McRae to board of directorsPrior to his current role as CEO of Arlo Technologies, which he has held since August 2018, McRae served as Senior Vice President of Strategy at NETGEAR and as Chief Technology Officer at VIZIO for over seven yearsWHO DO YOU BLAME?Evan Spiegel - he owns 53.1% of voting power - there is no one else to blameRobert Murphy - he owns 46.4% of voting power - what if he doesn't like Matt McRae? Do they resort to a thumb war? Who are we kidding, it's still Evan Spiegel's faultInvestors, who, for whatever reason, have OK'ed the idea of dual class shares such that Spiegel and Murphy own 99.5% of the voting power and less than 8% of the economic interest - while Fidelity owns 14.6% of the shares that control 0% of the overall vote. It was banned from index inclusion because the shares had NO voting rights - but somehow Meta is ALLOWED on every index because you have voting rights even if you can NEVER EVER WIN as Zuck owns control. What's the fucking difference??Worst CEOs of the Year Evan Spiegel of Snap

Gary & Shannon fire up #WhatsHappening with the day’s biggest headlines: President Trump kicks off his 2026 midterm blitz, Pepsi quietly purges fan-favorite products, and Coke continues to dominate the soda battlefield. Plus, the Colts make it official: Grandpa Phillip Rivers is back under center.Then it’s #TerrorInTheSkies, where international flight attendants reveal the most bizarre and frequently asked questions they get mid-air… and Gary insists there’s a strict three-hour conversation limit before flight attendant detailed interactions become more necessary. For #TrueCrimeTuesday, the NY Post’s wild exclusive takes center stage: a nepo-baby accused of killing his girlfriend and immediately calling Dad to lawyer up. The hour wraps with another jaw-dropper, the kayaker who faked his own death to escape his marriage, only to resurface, get caught, and now… walk free.See omnystudio.com/listener for privacy information.

Good grief! It's hard to believe it's been 60 years since “A Charlie Brown Christmas” first aired.    Yet the story of a round-headed young boy disheartened by the commercialization of Christmas remains a beloved holiday classic to this day.    How did the Coke vs. Pepsi advertising wars help prompt “A Charlie Brown Christmas”? What challenges did the team face in translating Charles Schulz's “Peanuts” from comic strip to animated film for the first time? In what ways did this Christmas special differ from the typical TV shows of the 1960s? And why did the TV execs– and even some of the production team– fear “A Charlie Brown Christmas” would flop? We discuss all this and more!   If picturing Linus's monologue and Charlie Brown with his humble tree still adds a little meaning to YOUR Christmas, this is the episode for you!    Thank you to Sara Taylor for her top-of-the-episode shout-out!    How to support Scandal Water: Rate, review, and subscribe! Follow the show on your favorite app or Scandal Water Podcast YouTube channel.  Send your shoutouts to scandalwaterpodcast@gmail.com. Become a member on patreon.com/ScandalWaterPodcast or buymeacoffee.com/scandalwaterpod – which will also grant you access to fabulous bonus content! #charliebrownchristmas #charliebrown #snoopy #christmas #peanuts #peanutsgang #charliebrownchristmastree #woodstock #snoopychristmas #merrychristmas #christmastree #christmasdecor #snoopydog #acharliebrownchristmas #vinceguaraldi #peanutsmovie #charliebrowntree #snoopylove #linus #snoopyshirt #snoopyforever #ScandalWaterPodcast #Podcast #holidayanniversaries #December

Dave and Joe catch up after the holidays, trade stories about Thanksgiving, learning to drink coffee, and movie memories (Jurassic Park). They dig into local and viral oddities — a wedding photographer scam, a stolen shopping cart, Pepsi's Sierra Mist rename, and a bizarre 1923 teacher contract full of archaic rules. The episode rounds out with absurd news clips: a drunk raccoon breaks into a liquor store, a bald eagle drops a cat onto a windshield, a woman found alive before cremation, and a missing cruise passenger. Short, funny, and strange — a classic Gen Extra mix.

Show Notes Episode 515: Sodas In Spaaaaace! This week Host Dave Bledsoe got liquored up on orange flavored Metamucil and vodka and got kicked out of a retirement village bingo game. (Again) On the show this week we head back to 1985 when the Cola Wars took off for low orbit because Coke and Pepsi had money to burn. Along the way we learn that Dave never stood a chance at NASA. (They didn't make space suits in 5XL) Then we dive right into what the first astronauts ate in space. (Goo, they ate goo.) Then we head back down to the Earth where a Coca Cola executive had an idea that was out of this world, and how it turned into yet another vicious skirmish in the long running and increasingly bitter “cola wars”. We learn how Coke spent a quarter of a million dollars and Pepsi opened their medicine cabinet.  Finally we discover why sodas crashed and burned like a solid rocket booster in chilly weather.  (Too soon?). Our Sponsor this week is Tap Water, if you're thirsty get some.  We open the show with Coke in space and close with astronaut Chris Hadfield singing out sitting in a tin can. Show Theme: Hypnostate Prelude to Common Sense The Show on Bluesky: https://bsky.app/profile/whatthehellpodcast.bsky.social The Show on Facebook: https://www.facebook.com/whatthehellpodcast/ The Show on Youtube:  https://www.youtube.com/channel/UCjxP5ywpZ-O7qu_MFkLXQUQ The Show on Instagram: https://www.instagram.com/whatthehellwereyouthinkingpod/ Our Discord Server: https://discord.gg/kHmmrjptrq Our Website: https://www.whatthehellpodcast.com Patreon:  https://www.patreon.com/Whatthehellpodcast The Show Line: 347 687 9601 Closing Music: https://youtu.be/AfEng898uRA?si=JGyjlv-GQ_D-4Q4Z Buy Our Stuff: https://www.seltzerkings.com/shop Citations Needed: Fallout from the Unauthorized Gemini III Space Sandwich https://www.nasa.gov/history/fallout-from-the-unauthorized-gemini-iii-space-sandwich/ How would fizzy drinks behave in space? https://www.sciencefocus.com/science/how-would-fizzy-drinks-behave-in-space The First Soda in Space: When NASA Got Caught Up in the Cola Wars https://www.nytimes.com/2025/07/29/science/coke-pepsi-nasa-space-shuttle.html?unlocked_article_code=1.6E8.TPFd.7B7gLuAuHrDA&smid=url-share 'Space cola wars' at 35: When Coca-Cola, Pepsi tested soda in space https://www.collectspace.com/news/news-081120a-space-cola-wars-35-years.html Learn more about your ad choices. Visit podcastchoices.com/adchoices

The holidays are here, and there's no better way to kick off the season than revisiting one of the greatest Christmas movies ever made — Home Alone. But this time, we're not just watching Kevin defend his house with paint cans, micro machines, and blowtorches. We're diving deep into what this classic can teach us about Emotional Intelligence, resilience, family dynamics, and how to navigate chaos with clarity.In today's 20-minute episode, The Shadows Podcast breaks down why Home Alone still hits home emotionally more than 30 years after its release. Beneath the comedy and iconic booby traps is a powerful story about courage, belonging, fear, forgiveness, and the emotional messiness that comes with being part of a family — even a wildly dysfunctional one.We open by stepping back into 1990, a year of cultural shifts, global tension, and cinematic magic. Home Alone premiered on November 16, 1990, and instantly became a box office juggernaut — holding the #1 spot for weeks and becoming the highest-grossing live-action comedy for nearly two decades. Today, it's more than nostalgia. It's a reminder that sometimes life throws chaos at us… and we still have the power to choose our response.Then we look at the McCallister family with a humorous EQ lens:✨ A full house of stress, ego, impatience, bad communication, questionable parenting choices (they forgot this kid twice), and a brother who downs Pepsi, wets the bed, and everyone just… accepts it.✨ A kid desperate to feel seen.✨ An old man judged entirely on rumor.✨ And two burglars who are somehow both terrifying and hilariously bad at their jobs.But hidden in all that dysfunction are lessons we can use in our daily lives.Each week on The Shadows Podcast, we give you practical tools — “cheat codes” — that you can actually use in real life. Today's episode breaks Home Alone into three actionable, easy-to-apply Emotional Intelligence lessons:Kevin didn't choose the chaos — but he chose the response.Life hits us with our own versions of paint cans, icy stairs, and unexpected blowtorches. This section explores how creativity, composure, and emotional regulation help us turn overwhelm into problem-solving power.Kevin was terrified of Old Man Marley because of the story he told himself. When they finally talk, Kevin realizes Marley isn't a monster — he's a human dealing with regret and loneliness. We explore how changing your perspective can change your relationships.Kevin goes from “I'm scared” to “This is my house, and I have to defend it.” This is a mindset shift we all need. Whether you're facing holiday stress, work conflict, or personal goals, confidence and self-trust are the foundation.Because this 20-minute episode gives you:• A nostalgic escape• A psychological breakdown of holiday stress• Tangible EQ skills you can apply immediately• A new way to watch a beloved Christmas classic• Humor, heart, and real-life emotional insightsWhether you're traveling, wrapping gifts, hiding from your relatives, or recovering from a burnt turkey, this episode will help you laugh, reflect, and navigate the season with more clarity and intention.

How to Build a Winning Strategy for Your B2B Brand In a fast-paced business environment, marketers, agencies, and consultants must proactively help clients differentiate their brands in the marketplace. One way of doing this is by analyzing the strategy, messaging, and brand positioning, both for their own brands and key competitors. So how can teams conduct this kind of brand research and competitive analysis in a way that's insightful, efficient, and actionable for planning the next steps? Tune in as the B2B Marketers on Mission Podcast presents the Marketing DEMO Lab Series, where we sit down with Clay Ostrom (Founder, Map & Fire) and his SmokeLadder platform designed for brand research, messaging and positioning analysis, and competitive benchmarking. In this episode, Clay explained the platform's origins and features, emphasizing its role in analyzing brand positioning, core messaging, and competitive landscapes. He also stressed the importance of clear, consistent brand positioning and messaging, and how standardized make it easier to compare brands across multiple business values. Clay also highlighted the value of objective, data-driven analysis to identify brand strengths, weaknesses, and gaps, and how tools like SmokeLadder can save significant time in gathering insights to build trust with clients. He provided practical steps for generating, refining, and exporting brand messaging and analysis for internal or client-facing use. Finally, Clay also discussed how action items and recommendations generated from analysis can immediately support smart brand strategy decisions and expedite trust-building with clients. https://www.youtube.com/watch?v=h4_o1PzF1Kk Topics discussed in episode: [1:31] The purpose behind building SmokeLadder and why it matters for B2B teams [12:00] A walkthrough of the SmokeLadder platform and how it works [14:51] SmokeLadder's core features [17:48] How positioning scores and category rankings are calculated [35:36] How differentiation and competitors are analyzed inside SmokeLadder [44:07] How SmokeLadder builds messaging and generates targeted personas [50:24] The key benefits and unique capabilities that set SmokeLadder apart Companies and links: Clay Ostrom Map & Fire SmokeLadder Transcript Christian Klepp  00:00 In an increasingly competitive B2B landscape, marketers, agencies and consultants, need to proactively find ways to help their clients stand out amidst the digital noise. One way of doing this is by analyzing the strategy, messaging and positioning of their own brands and those of their competitors. So how can they do this in a way that’s insightful, efficient and effective? Welcome to this first episode of the B2B Marketers in the Mission podcast Demo Lab Series, and I’m your host, Christian Klepp. Today, I’ll be talking to Clay Ostrom about this topic. He’s the owner and founder of the branding agency Map and Fire, and the creator of the platform Smoke Ladder that we’ll be talking about today. So let’s dive in. Christian Klepp  00:42 All right, and I’m gonna say Clay Ostrom. Welcome to this first episode of the Demo Lab Series. Clay Ostrom  00:50 I am super excited and very honored to be the first guest on this new series. It’s awesome. Christian Klepp  00:56 We are honored to have you here. And you know, let’s sit tight, or batten down the hatches and buckle up, and whatever other analogy you want to throw in there, because we are going to unpack a lot of interesting features and discuss interesting topics around the platform that you’ve built. And I think a good place to start, perhaps Clay before we start doing a walk through of the platform is, but let’s start at the very beginning. What motivated you to create this platform called Smoke Ladder. Clay Ostrom  01:31 So we should go all the way back to my childhood. I always dreamed of, you know, working on brand and positioning. You know, that was something I’ve always thought of since the early days, but no, but I do. I own an agency called Map and Fire, so I’ve been doing this kind of work for over 10 years now, and have worked with lots and lots of different kinds of clients, and over that time, developed different frameworks and a point of view about how to do this kind of work, and when the AI revolution kind of hit us all, it just really struck me that this was an opportunity to take a lot of that thinking and a lot of that, you know, again, my perspective on how to do this work and productize that and turn it into something that could be used by people when we’re not engaged with them, in some kind of service offering. So, so that was kind of the kernel of it. I actually have a background in computer science and product. So it was sort of this natural Venn diagram intersection of I can do some product stuff, I can do brand strategy stuff. So let’s put it together and build something. Christian Klepp  02:46 And the rest, as they say, is history. Clay Ostrom  02:49 The rest, as they say, is a lot of nights and weekends and endless hours slaving away at trying to build something useful. Christian Klepp  02:58 Sure, sure, that certainly is part of it, too. Clay Ostrom  03:01 Yeah. Christian Klepp  03:02 Let’s not keep the audience in suspense for too long here, right? Like, let’s start with the walk through. And before you share your screen, maybe I’ll set this up a little bit, right? Because you, as you said, like, you know, you’ve built this platform. It’s called Smoke Ladder, which I thought was a really clever name. It’s, you like to describe it as, like, your favorite SEO (Search Engine Optimization) tool, but for brand research and analysis. So I would say, like, walk us through how somebody would use this platform, like, whether they be a marketer that’s already been like in the industry for years, or is starting out, or somebody working at a brand or marketing agency, and how does the platform address these challenges or questions that people have regarding brand strategy, analysis and research? Clay Ostrom  03:49 Yeah, yeah. I use that analogy of the SEO thing, just because, especially early on, I was trying to figure out the best way to describe it to someone who hasn’t seen it before. I feel like it’s a, I’m not going to fall into the trap of saying, this is the only product like this, but it has its own unique twists with what it can do. And I felt like SEO tools are something everybody has touched at one point or another. So I was using this analogy of, it’s like the s, you know, Semrush of positioning and messaging or Ahrefs, depending on your if you’re a Coke or Pepsi person. But I always felt like that was just a quick way to give a little idea of the fact that it’s both about analyzing your own brand, but it’s also about competitive analysis and being able to see what’s going on in the market or in your landscape, and looking specifically at what your competitors are doing and what their strengths and weaknesses are. So does that resonate with you in terms of, like, a shorthand way, I will say, I don’t. I don’t say that. It’s super explicitly on the website, but it’s been in conversation. Christian Klepp  05:02 No, absolutely, absolutely, that resonated with me. The only part that didn’t resonate with me is that I’m neither a coke or a Pepsi person. I’m more of a ginger ale type of guy. I digress. But yeah, let’s what don’t you share your screen, and let’s walk through this, right? Like, okay, if a marketing person were like, use the platform to do some research on, perhaps that marketers, like own company and the competitors as well, right? Like, what would they do? Clay Ostrom  05:32 Yeah, so that’s, that is, like you were saying, there’s, sort of, I guess, a few different personas of people who would potentially use this. And initially I was thinking a little more about both in house, people who, you know, someone who’s working on a specific brand, digging really deep on their own brand, whether they’re, you know, the marketing lead or whatever, maybe they’re the founder, and then this other role of agency owners, or people who work at an agency where they are constantly having to look at new brands, new categories, and quickly get up to speed on what those brands are doing and what’s the competitive space look like, you know, for that brand. And that’s something that, if you work at an agency, which obviously we both have our own agencies, we do this stuff weekly. I mean, every time a new lead comes in, we have to quickly get up to speed and understand something about what they do. And one of the big gaps that I found, and I’d be curious to kind of hear your thoughts on this, but I’ve had a lot of conversations with other agency owners, and I think one of the biggest gaps is often that brands are just not always that great at explaining their own brand or positioning or differentiation to you, and sometimes they have some documentation around it, but a lot of times they don’t. A lot of it’s word of mouth, and that makes it really hard to do work for them. If whatever you’re doing for them, whether that’s maybe you are working on SEO or maybe you’re working on paid ads or social or content, you have to know what the brand is doing and kind of what they’re again, what their strengths and weaknesses are, so that you can talk about that. I mean, do you come across that a lot in your work? Christian Klepp  07:33 How do I say this without offending anybody? I find, I mean jokes aside, I find, more often than not, in the especially in the B2B space, which is an area that I operate in, I find 888 point five times out of 10. We are dealing with companies that have a they, have a very rude, rudimentary, like, framework of something that remotely resembles some form of branding. And I know that was a very long winded answer, but it’s kind of sort of there, but not really, if you know what I mean. Clay Ostrom  08:17 Yeah. Christian Klepp  08:17 And there have been other extreme cases where they’ve got the logo and the website, and that’s as far as their branding goals. And I would say that had they had all these, this discipline, like branding system and structure in place, then people like maybe people like you and I will be out on a job, right and it’s something, and I’m sure you’ve come across this, and we’ll probably dig into this later, but like you, it’s something I’ve come across several times, especially in the B2B space, where branding is not taken seriously until it becomes serious. I know that sounds super ironic, right, but, and it’s to the point of this platform, right, which we’re going to dig into in a second, but it’s, it’s things, for instance, positioning right, like, are you? Are you, in fact, strategically positioned against competitors? Is your messaging resonating with, I would imagine, especially in the B2B context, with the multiple group target groups that you have, or that your company is, is going after? Right? Is that resonating, or is this all like something that I call the internal high five? You’ve this has all been developed to please internal stakeholders and and then you take it to market, and it just does not, it just does not resonate with the target audience at all. Right? So there’s such a complex plethora of challenges here, right? That people like yourself and like you and I are constantly dealing with, and I think that’s also part of the reason why I would say a platform like this is important, because it helps to not just aggregate data. I mean, certainly it does that too, but it helps. To put things properly, like into perspective at speed. I think that might be, that might be something that you would have talked about later, but it does this at speed, because I think, from my own experience, one of the factors in our world that sometimes works against us is time, right? Clay Ostrom  10:19 No, I totally agree, yeah, and, you know, we’re lucky, I guess would be the word that we are often hired to work on a company strategy with them and help them clarify these things. Christian Klepp  10:33 Absolutely. Clay Ostrom  10:34 There are a million other flavors of agencies out there who are being hired to execute on work for a brand, and not necessarily being brought in to redefine, you know what the brand, you know they’re positioning and their messaging and some of these fundamental things, so they’re kind of stuck with whatever they get. And like you said, a lot of times it’s not much. It might be a logo and a roughly put together website, and maybe not a whole lot else. So, yeah, but I think your other point about speed is that was a huge part of this. I think the market is only accelerating right now, because it’s becoming so much easier to start up new companies and new brands and new products. And now we’ve got vibe coding, so you can technically build a product in a day, maybe launch it the next day, start marketing it, you know, by the weekend. And all of this is creating noise and competition, and it’s all stuff that we have to deal with as marketers. We have to understand the landscape. We’ve got to quickly be able to analyze all these different brands, see where the strengths and weaknesses are and all that stuff. So… Christian Klepp  11:46 Absolutely. Clay Ostrom  11:46 But, yeah, that, I think that the speed piece is a huge part of this for sure. Christian Klepp  11:51 Yeah. So, so we’re okay, so we’re on the I guess this, this will probably be the homepage. So just walk us through what, what a marketing person would do if they want to use this platform, yeah? Clay Ostrom  12:00 So the very first thing you do when you come in, and this was when I initially conceived of this product, one of the things that I really wanted was the ability to have very quick feedback, be able to get analysis for whatever brand you’re looking at, you know, right away to be able to get some kind of, you know, insight or analysis done. So the first thing you can do, and you can do this literally, from the homepage of the website, you can enter in a URL for a brand, come into the product, even before you’ve created an account, you can come in and you can do an initial analysis, so you can put in whatever URL you’re looking at, could be yours, could be a competitor, and run that initial analysis. What we’re looking at here, this is, if you do create an account, this is, this becomes your, as we say, like Home Base, where you can save brands that you’re looking at. You can see your history, all that good stuff. And it just gives you some quick bookmarks so that you can kind of flip back and forth between, maybe it’s your brand, maybe it’s some of the competitors you’re looking at and then it gives you just some quick, kind of high level directional info. And I kind of break it up into these different buckets. Clay Ostrom  13:23 And again, I’d love to kind of hear if this is sort of how you think about it, too. But there’s sort of these different phases when you’re working on a brand. And again, this is sort of from an agency perspective, but you first got the sort of the research and the pitch piece. So this is before maybe you’re even working with them. You’re trying to get an understanding of what they do. Then we have discovery and onboarding, where we’re digging in a little bit deeper. We’re trying to really put together, what does the brand stand for, what are their strengths and weaknesses? And then we have the deeper dive, the strategy and differentiation. And this is where we’re really going in and getting more granular with the specific value points that they offer, doing some of that messaging analysis, finding, finding some of the gaps of the things that they’re talking about or not talking about, and going in deeper. So it kind of break it up into these buckets, based on my experience of how we engage with clients. Does that? Does that make sense to you, like, does that? Christian Klepp  14:28 It does make sense, I think. But what could be helpful for the audience is because this, this almost looks like it’s a pre cooked meal. All right, so what do we do we try another I mean, I think you use Slack for the analysis. Why don’t we use another brand, and then just pop it into that analysis field, and then see what it comes out with. Clay Ostrom  14:51 So the nice thing about this is, if you are looking at a brand that’s been analyzed, you’re going to get the data up really quickly. It’ll be basically pop up instantly. But you can analyze a brand from scratch as well. Just takes about a minute or so, basically, to kind of do some of the analysis. So for the sake of a demo, it’s a little easier just to kind of look at something that we’ve got in there. But if it’s a brand that you know, maybe you’re looking at a competitor for one of your brands, you know, there’s a good chance, because we’ve got about 6000 brands that we’ve analyzed in here, that there’s a good chance there’ll be some info on them. But so this is pipe drive. So whoever’s not familiar Pipedrive is, you know, it’s a CRM  (Customer Relationship Management), it’s, it’s basically, you know, it’s a lighter version of a HubSpot or Salesforce basically track deals and opportunities for business, but this so I flipped over. I don’t know if it was clear there, but I flipped over to this brand brief tab. And this is where we we get, essentially, a high level view of some key points about the brand and and I think about this as this would be something that you would potentially share with a client if you were, you know, working with them and you wanted to review the brand with them and make sure that your analysis is on point, but you’ll see it’s kind of giving you some positioning scores, where you rank from a category perspective, message clarity, and then we’ve got things like a quick overview, positioning summary, who their target persona is, in this case, sales manager, sales operation lead, and some different value points. And then it starts to get a little more granular. We get into like key competitors, Challenger brands. We do a little SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis, and then maybe one of the more important parts is some of these action items. So what do we do with this? Yeah, and obviously, these are, these are starting points. This is not, it’s not going to come in and, you know, instantly be able to tell you strategically, exactly what to do, but it’s going to give you some ideas of based on the things we’ve seen. Here are some reasonable points that you might want to be looking at to, you know, improve the brand. Make it make it stronger. Christian Klepp  17:13 Gotcha. Gotcha. Now, this is all great clay, but like, I think, for the benefit of the audience, can we scroll back up, please. And let’s just walk through these one by one, because I think it’s important for the audience/potential future users,/ customers of Smoke Ladder, right? To understand, to understand this analysis in greater depth, and also, like, specifically, like, let’s start with a positioning score right, like, out of 100 like, what is this? What is this based on? And how was this analyzed? Let’s start with that. Clay Ostrom  17:48 Yeah, and this is where the platform really started. And I’m going to actually jump over to the positioning tab, because this will give us the all the detail around this particular feature. But this is, this was where I began the product this. I kind of think of this as being, in many ways, sort of the heart and soul of it. And when I mentioned earlier about this being based on our own work and frameworks and how we approach this, this is very much the case with this. This is, you know, the approach we use with the product is exactly how we work with clients when we’re evaluating their positioning. And it’s, it’s basically, it’s built off a series of scores. And what we have here are 24 different points of business value, which, if we zoom in just a little bit down here, we can see things like reducing risk, vision, lowering cost, variety, expertise, stability, etc. So there’s 24 of these that we look at, and it’s meant to be a way that we can look across different brands and compare and contrast them. So it’s creating, like, a consistent way of looking at brands, even if they’re not in the same category, or, you know, have slightly different operating models, etc. But what we do is we go in and we score every brand on each of these 24 points. And if we scroll down here a little bit, we can see the point of value, the exact score they got, the category average, so how it compares against, you know, all the other brands we’ve analyzed, and then a little bit of qualitative information about why they got the score. Christian Klepp  19:27 Sorry, Clay, Can I just jump in for a second so these, these attributes, or these key values that you had in the graph at the top right, like, are these consistent throughout regardless of what brand is being analyzed, or the least change. Clay Ostrom  19:42 It’s consistent. Christian Klepp  19:43 Consistent? Clay Ostrom  19:44 Yeah, and that was one of the sort of strategic decisions we had to make with the product. Was, you know, there’s a, maybe another version of this, where you do different points depending on maybe the category, or, you know, things like that. But I wanted to do it consistent because, again, it allows us to look at every brand through the same lens. It doesn’t mean that every brand you know there are certain points of value that just aren’t maybe relevant for a particular brand, and that’s fine, they just won’t score as highly in those but at least it gives us a consistent way to look at so when you’re looking at 10 different competitors, you know you’ve got a consistent way to look at them together,. Christian Klepp  20:26 Right, right, right. Okay, okay, all right, thanks for that. Now let’s go down to the next section there, where you’ve got, like this table with like four different columns here. So you mentioned that these are being scored against other brands in their category. Like, can you share it with the audience? Like, how many other brands are being analyzed here? Clay Ostrom  20:51 Yeah, well, it depends on the category. So again, we’ve got six, you know, heading towards 7000 brands that we’ve analyzed collectively. Each category varies a little bit, but, you know, some categories, we have more brands than others. But what this allows us to do is, again, to quickly look at this and say, okay, for pipe drive, a big focus for pipe drive is organization, simplification. You know, one of their big value props is we’re an easier tool to use than Salesforce or HubSpot. You can get up to speed really quickly. You don’t have all the setup and configurations and all that kind of stuff. So this is showing us that, yes, like their messaging, their content, their brand, does, in fact, do a good job of making it clear that simplicity is a big part of pipe drive’s message. And they do that by talking about it a lot in their messaging, having case studies, having testimonials, all these things that support it. And that’s how we come up with these scores. Is by saying, like the brand emphasizes these points well, they talk about it clearly, and that’s what we base it on. Christian Klepp  22:04 Okay, okay. Clay Ostrom  22:06 But as you come, I was just gonna say as you come down here, you can see, so the green basically means that they score well above average for that particular point. Yellow is, you know, kind of right around average, or maybe slightly above, and then red means that they’re below average for that particular point. So for example, like variety of tools, they don’t emphasize that as much with pipe drive, maybe compared to, again, like a Salesforce or a HubSpot that has a gazillion tools, pipe drive, that’s not a big focus for them. So they don’t score as highly there, but you can kind of just get a quick view of, okay, here are the things that they’re really strong with, and here are the things that maybe they’re, you know, kind of weak or below average. Christian Klepp  22:58 Yeah, yeah. Well, that’s certainly interesting, because I, you know, I’ve, I’ve used the, I’ve used the platform for analyzing some of my clients, competitor brands. And, you know, when I’m looking at this, like analysis with the scoring, with the scoring sheet, it, I think it will also be interesting perhaps in future, because you’ve got a very detailed breakdown of, okay, the factors and how they’re scored, and what the brand value analysis is also, because, again, in the interest of speed and time, it’d be great if the platform can also churn out maybe a one to two sentence like, summary of what is this data telling us, right? Because I’m thinking back to my early days as a product manager, and we would spend hours, like back then on Excel spreadsheets. I’m dating myself a little bit here, but um, and coming up with this analysis and charts, but presenting that to senior management, all they wanted to know was the one to two sentence summary of like, come on. What are you telling me with all these charts, like, what is the data telling you that we need to know? Right? Clay Ostrom  24:07 I know it’s so funny. We again, as strategists and researchers, we love to nerd out about the granular details, but you’re right. When you’re talking to a leader at a business, it does come down to like, okay, great. What do we do? And so, and I flipped back over to slacks. I knew I had already generated this but, but we’re still in the positioning section here, but we have this get insights feature. So basically it will look at all those scores and give you kind of, I think, similar to what you’re describing. Like, here’s three takeaways from what we’re seeing. Okay, okay, great, yeah, so we don’t want to leave you totally on your own to have to figure it all out. We’ll give you, give you a little helping hand. Christian Klepp  24:53 Yeah. You don’t want to be like in those western movies, you’re on your own kid. Clay Ostrom  24:59 Yeah. We try not to strand you again. There’s a lot of data here. I think that’s one of the strengths and and challenges with the platform, is that we try to give you a lot of data. And for some people, you may not want to have to sift through all of it. You might want just sort of give me the three points here. Christian Klepp  25:19 Absolutely, absolutely. And at the very least they can start pointing you in the right direction, and then you could be, you could then, like, through your own initiative, and perhaps dig a little bit deeper and perhaps find some other insights that may be, may be relevant, right? Clay Ostrom  25:35 Totally. Christian Klepp  25:36 Hey, it’s Christian Klepp here. We’ll get back to the episode in a second. But first, I’d like to tell you about a new series that we’re launching on our show. As the B2B landscape evolves, marketers need to adapt and leverage the latest marketing tools and software to become more efficient. Enter B2B Marketers on a Mission Marketing Demo Lab where experts discuss the latest tools and software that empower you to become a better B2B marketer. Tune in as we chat with product experts. Provide unbiased product reviews, give advice and deliver insights into real world applications and actionable tips on tools and technologies for B2B marketing. Subscribe to the Marketing Demo Lab, YouTube channel and B2B Marketers on a Mission, on Apple podcasts, Spotify, or wherever you get your favorite podcasts. Christian Klepp  26:21 All right. Now, back to the show, if we can, if we could jump back, sorry, to the, I think it was the brand brief, right? Like, where we where we started out, and I said, let’s, let’s dig deeper. Okay, so then, then we have, okay, so we talked about positioning score. Now we’re moving on to category rank and message clarity score. What does that look like? Clay Ostrom  26:41 Yeah. So the category rank is, it’s literally just looking at the positioning score that you’ve gotten for the brand and then telling you within this category, where do you sort of fall in the ranking, essentially, or, like, you know, how do we, you know, for comparing the score against all the competitors, where do you fall? So you can see, with Slack, they’re right in the middle. And it’s interesting, because with a product like Slack, even though we all now know what slack is and what it does and everything. Christian Klepp  27:18 Yeah. Clay Ostrom  27:19 The actual messaging and content that they have now, I think maybe doesn’t do as good of a job as it maybe did once upon a time, and it’s gotten as products grow and brands grow, they tend to get more vague, a little more broad with what they talk about, and that kind of leads to softer positioning. So that’s sort of what we’re seeing reflected here. And then the third score is the message clarity score, which we can jump into, like, a whole different piece. Christian Klepp  27:48 Four on a tennis not a very high score, right? Clay Ostrom  27:52 Yeah. And again, I think it’s a product, of, we can kind of jump into that section. Christian Klepp  27:57 Yeah, let’s do that, yeah. Clay Ostrom  27:59 But it’s, again, a product, I think of Slack being now a very mature product that is has gotten sort of a little vague, maybe a little broader, with their messaging. But the message clarity score, we basically have kind of two parts to this on the left hand side are some insights that we gather based on the messaging. So what’s your category, quick synopsis of the product. But then we also do some things, like… Christian Klepp  28:33 Confusing part the most confusing. Clay Ostrom  28:36 Honestly to me, as I get I’d love to hear your experience with this, but coming into a new brand, this is sometimes one of the most enlightening parts, because it shows me quickly where some gaps in what we’re talking about, and in this case, just kind of hits on what we were just saying a minute ago. Of the messaging is overloaded with generic productivity buzzwords, fails to clearly differentiate how Slack is better than email or similar tools, etc. But also, this is another one that I really like, and I use this all the time, which is the casual description. So rather than this technical garbage jargon, you know, speak, just give me. Give it to me in plain English, like we’re just chatting. And so this description of it’s a workplace chat app for teams to message, collaborate, share files. Like, okay, cool. Like, yeah, you know, I get it. Yeah, I already know what slack is. But if I didn’t, that would tell me pretty well. Christian Klepp  29:33 Absolutely, yeah, yeah. No, my experience with this is has been, you know, you and I have been in the branding space for a while. So for the trained eye, when you look at messaging, you’ll know if it’s good or not, right. And we come I mean, I’m sure you do the same clay, but I also come to my own like conclusions based on experience of like, okay, so why do I think that that’s good messaging, or why do I think that that’s confusing messaging? Or it falls short, and why and how can that be improved? But it’s always good to have validation with either with platforms like this, where you have a you have AI, or you have, you have a software that you can use that analyzes, like, for example, like the messaging on a website, and it dissects that and says, Well, okay, so this is what they’re getting, right? So there’s a scoring for that, so it’s in the green, and then this is, this is where it gets confusing, right? So even you run that through, you run that through the machine, and the machine analyzes it as like, Okay, we can’t clearly, clearly define what it is they’re doing based on the messaging, right? And for me, that’s always a it’s good. It’s almost like getting a second doctor’s opinion, right? And then you go, Aha. So I we’ve identified the symptoms now. So let’s find the penicillin, right? Like, let’s find the remedy for this, right? Clay Ostrom  30:56 Yeah, well, and I like what you said there, because part of the value, I think, with this is it’s an objective perspective on the brand, so it doesn’t have any baggage. It’s coming in with fresh eyes, the same way a new customer would come into your website, where they don’t know really much about you, and they have to just take what you’re giving at face value about what you present. And we as people working on brands get completely blinded around what’s actually working, what’s being communicated. There’s so much that we take for granted about what we already know about the brand. And this comes in and just says, Okay, I’m just, I’m just taking what you give me, and I’m going to tell you what I see, and I see some gaps around some of these things. You know, I don’t have the benefit of sitting in your weekly stand up meeting and hearing all the descriptions of what you’re actually doing. Christian Klepp  31:59 I’m sorry to jump in. I’m interested to know, like, just, just based on what we’ve been reviewing so far, like, what has your experience been showing this kind of analysis to clients, and how do they respond to some of this data, for example, that you know, you’re walking us through right now? Clay Ostrom  32:18 Yeah, I think it’s been interesting. Honestly, I think it can sometimes feel harsh. And I think again, as someone who’s both run an agency and also built worked on brands, we get attached to our work on an emotional level. Christian Klepp  32:42 Absolutely. Clay Ostrom  32:42 Even if we think about it as, you know, this is just work, and it’s, you know, whatever, we still build up connections with our work and we want it to be good. And so I think there’s sometimes a little bit of a feeling of wow, like that’s harsh, or I would have expected or thought we would have done better or scored better in certain areas, but that is almost always followed up with but I’m so glad to know where, where we’re struggling, because now I can fix it. I can actually know what to focus on to fix, and that, to me, is what it’s all about, is, yes, there’s a little bit of feelings attached to some of these things, maybe, but at the end of the day, we really want it to be good. We want it to be clear. We don’t want to be a 4 out of 10. We want to be a 10 out of 10. And what specifically do we need to do to get there? And that’s really what we’re trying to reveal with this. So I think, you know, everybody’s a little different, but I would say the reactions are typically a mix of that. It’s like, maybe an ouch, but a Oh, good. Let’s work on it. Christian Klepp  33:55 Absolutely, absolutely. Okay. So we’ve got brand summary, we’ve got fundamentals, then quality of messaging is the other part of it, right? Clay Ostrom  34:02 So, yeah, so this, this is, this is where the actual 4 out of 10 comes. We have these 10 points that we look at and we say, Okay, are you communicating these things clearly? Are you communicating who your target customer is, your category, your offering, where you’re differentiated benefits? Do you have any kind of concrete claim about what you do to support you know what you’re what you’re selling? Is the messaging engaging? Is it concise? You’ll see here a 7% on concise. That’s basically telling us that virtually no brands do a good job of being concise. Only about 7% get a green check mark on this, and kind of similar with the jargon and the vague words big struggle points with almost every brand. Christian Klepp  34:55 Streamline collaboration. Clay Ostrom  34:58 So we can see here with Slack. You know some of the jargon we got, KPIs (Key Performance Indicators), MQLs (Marketing Qualified Lead), if you’re in the space, you could argue like, oh, I kind of know what those things are. But depending on your role, you may not always know. In something like Salesforce marketing cloud, unless you’re a real Salesforce nerd, you probably have no idea what that is. But again, it’s just a way to quickly identify some of those weak points, things that we could improve to make our message more clear. Christian Klepp  35:27 Yes, yes. Okay, so that was the messaging analysis correct? Clay Ostrom  35:33 Yeah. Christian Klepp  35:33 Yeah. Okay. So what else have we got? Clay Ostrom  35:36 Yeah, so I think one other thing we could look at just for a sec, is differentiation, and this is this kind of plays off of what we looked at a minute ago with the positioning scores. But this is a way for us to look head to head with two different brands. So in this case, we’ve got Slack in the red and we’ve got Discord in the greenish blue. And I think of these, these patterns, as sort of the fingerprint of your brand. So where you Where are you strong? Where are you weak? And if we can overlay those two fingerprints on top of each other, we can see, where do we have advantages, and where does our competitor have advantages? So if we come down, we can sort of see, and this is again, for the nerds like me, to be able to come in and go deep, do kind of a deep dive on specifically, why did, why does Discord score better than Slack in certain areas. And at the bottom here we can see a kind of a quick summary. So slack is stronger in simplification, saving time, Discord has some better messaging around generating revenue, lowering costs, marketability. But again, this gives us a way to think about what are the things we want to double down on? So what do we want to actually be known for in the market? Because we can’t be known for everything. You know, buyers can maybe only remember a couple things about us. What are those couple things where we’re really strong, where we really stand out, and we’ve got some separation from the competitors. Christian Klepp  37:18 Right, okay, okay, just maybe we take a step back here, because I think this is great. It’s very detailed. It gets a bit granular, but I think it’s also going back to a conversation that you and I had previously about, like, Okay, why is it so important to be armed with this knowledge, especially if you’re in the marketing role, or perhaps even an agency talking to a potential client going in there already armed with the information about their competitors. And we were talking about this being a kind of like a trust building mechanism, right? For lack of a better description, right? Clay Ostrom  38:03 Yeah, I think to me, what I like about this, and again, this does come out of 10 years of doing work, this kind of work with clients as well, is it’s so easy to fall into a space of soft descriptions around things like positioning and just sort of using vague, you know, wordings or descriptions, and when you can actually put a number on it, which, again, it’s subjective. This isn’t. This isn’t an objective metric, but it’s a way for us to compare and contrast. It allows us to have much more productive conversations with clients, where we can say we looked at your brand, we we what based on our analysis, we see that you’re scoring a 10 and a 9 on simplicity and organization, for example. Is that accurate to you like do you think that’s what you all are emphasizing the most? Does that? Does that resonate and at the same time, we can say, but your competitors are really focused on there. They have a strong, strong message around generating revenue and lowering costs for their customers. Right now, you’re not really talking about that. Is that accurate? Is that like, what you is that strategically, is that what you think you should be doing so really quickly, I’ve now framed a conversation that could have been very loose and kind of, you know, well, what do you think your strategy is about? What do you know? And instead, I can say, we see you being strong in these three points. We see your competitors being strong in these three points. What do you think about that? And I think that kind of clarity just makes the work so much more productive with clients, or just again, working on your own brand internally. So what do you think about that kind of perspective? Christian Klepp  40:08 Yeah, no, no, I definitely agree with that. It’s always and I’ve been that type of person anyway that you know you go into a especially with somebody that hasn’t quite become a client yet, right? One of the most important things is also, how should I put this? Certainly the trust building part of it needs to be there. The other part is definitely a demonstration of competence and ability, but it’s also that you’ve been proactive and done your homework, versus like, Okay, I’m I’m just here as an order taker, right? And let’s just tell me what to do, and I’ll do it right? A lot and especially, I think this has been a trend for a long time already, but a lot of the clients that I’ve worked with now in the past, they want to, they’re looking for a partner that’s not just thinking with them, it’s someone that’s thinking ahead of them. And this type of work, you know what we’re seeing here on screen, this is the type of work that I would consider thinking ahead of them, right? Clay Ostrom  41:18 No, I agree. I think you framed that really well. Of we’re trying to build trust, because if we’re going to make any kind of recommendations around a change or a shift, they have to believe that we know what we’re talking about, that we’re competent, that we’ve done the work. And I think I agree with you. I think like this, it’s kind of funny, like we all, I think, on some base level, are attracted to numbers and scores. It just gives us something to latch on to. But I think it also, like you said, it gives you a feeling that you’ve done your work, that you’ve done your homework, you’ve studied, you’ve you’ve done some analysis that they themselves may have never done on this level. And that’s a big value. Christian Klepp  42:08 Yes, and a big part of the reason just to, just to build on what you said, a big part of the reason why they haven’t done this type of work is because it’s not so much. The cost is certainly one part of it, but it’s the time, it’s a time factor and the resource and the effort that needs to be put into it. Because, you know, like, tell me if you’ve never heard this one before, but there are some, there are some companies that we’ve been working with that don’t actually have a clearly, like, you know, a clear document on who their their target personas are, yeah, or their or their ICPs, never mind the buyer’s journey map. They don’t, they don’t even have the personas mapped out, right? Clay Ostrom  42:52 100% Yeah, it’s, and it’s, I think you’re right. It’s, it’s a mix of time and it’s a mix of just experience where, if you are internal with a brand, you don’t do this kind of work all the time. You might do it at the beginning. Maybe you do a check in every once in a while, but you need someone who’s done this a lot with a lot of different brands so that they can give you guidance through this kind of framework. But so it’s, you know, so some of it is a mix of, you know, we don’t have the time always to dig in like this. But some of it is we don’t even know how to do it, even if we did have the time. So it’s hopefully giving, again, providing some different frameworks and different ways of looking at it. Christian Klepp  43:41 Absolutely, absolutely. So okay, so we’ve gone through. What is it now, the competitor comparison. What else does the platform provide us that the listeners and the audience should be paying attention to here? Clay Ostrom  43:55 So I’ll show you two more quick things. So one is this message building section. So this is… Christian Klepp  44:03 Are you trying to put me out of a job here Clay? Clay Ostrom  44:07 Well, I’ll say this. So far in my experience with this, it’s not going to put us out of a job, but it is going to hopefully make our job easier and better. It’s going to make us better at the work we do. And that’s really, I think that’s, I think that’s kind of, most people’s impression of AI at this point is that it’s not quite there to replace us, but it’s sure, certainly can enhance what we do. Christian Klepp  44:36 Yeah, you’ll excuse me, I couldn’t help but throw that one out. Clay Ostrom  44:38 Yeah, I know, trust me, I’m this. It’s like I’m building a product that, in a sense, is undercutting, you know, the work that I do. So it is kind of a weird thing, but this message building section, which is a new part of the platform. It will come in, and you can see on the right hand side. And there’s sort of a quick summary of all these different elements that we’ve already analyzed. And then it’s going to give you some generated copy ideas, including, if I zoom in a little bit here, we’ve got an eyebrow category. This is again for Slack. It’s giving us a headline idea, stay informed without endless emails. Sub headline call to action, three challenges that your customers are facing, and then three points about your solution that help address those for customers. So it’s certainly not writing all of your copy for you, but if you’re starting from scratch, or you’re working on something new, or even if you’re trying to refresh a brand. I think this can be helpful to give you some messaging that’s hopefully clear. That’s something that I think a lot of messaging misses, especially in B2B, it’s, it’s not always super clear, like what you even do. Christian Klepp  45:56 Don’t get me started. Clay Ostrom  45:59 So hopefully it’s clear. It’s, you know, again, it’s giving you some different ideas. And that you’ll see down here at the bottom, you can, you can iterate on this. So we’ve got several versions. You can actually come in and, you know, you can edit it yourself. So if you say, like, well, I like that, but not quite that, you know, I can, you know, get my human touch on it as well. But yeah, so it’s a place to iterate on message. Christian Klepp  46:25 You can kind of look at it like, let’s say, if you’re writing a blog article, and this will give you the outline, right? Yeah. And then most of the AI that I’ve worked with to generate outlines, they’re not quite there. But again, if you’re starting from zero and you want to go from zero to 100 Well, that’ll, that’ll at least get you to 40 or 50, right? But I’m curious to know, because we’re looking at this now, and I think this, I mean, for me, this is, this is fascinating, but, like, maybe, maybe this will be part of your next iteration. But will this, will this generate messaging that’s already SEO optimized. Clay Ostrom  47:02 You know, it’s not specifically geared towards that, but I would say that it ends up being maybe more optimized than a lot of other messaging because it puts such an emphasis on clarity, it naturally includes words and phrases that I think are commonly used in the space more so than you know, maybe just kind of typical off the shelf Big B2B messaging, Christian Klepp  47:27 Gotcha. I had a question on the target persona that you’ve got here on screen, right? So how does the platform generate the information that will then populate that field because, and when I’m just trying to think about like, you know, because I’ve been, I’ve been in the space for as long as you have, and the way that I’ve generated target personas in the past was not by making a wild guess about, like, you know, looking at the brand’s website. It’s like having conducting deep customer research and listening to hours and hours of recordings, and from there, generating a persona. And this has done it in seconds. So… Clay Ostrom  48:09 Yeah, it’s so the way the system works in a couple different layers. So it does an initial analysis, where it does positioning, messaging analysis and category analysis, then you can generate the persona on top of that. So it takes all the learnings that it got from the category, from the product, from your messaging, and then develops a persona around that. And it’s, of course, able to also pull in, you know, the AI is able to reference things that it knows about the space in general. But I have found, and this is true. I was just having a conversation with someone who works on a very niche brand for a very specific audience, and I was showing him what it had output. And I said, Tell me, like, Don’t hold back. Like, is this accurate? He said, Yeah, this is, like, shockingly accurate for you know, how we view our target customer. So I think it’s pretty good. It’s not again, not going to be perfect. You’re going to need to do some work, and you still got to do the research, but, but, yeah. Christian Klepp  49:13 Okay, fantastic, fantastic. How do, I guess there’s the option, I see it there, like, download the PDF. So anything that’s analyzed on the platform can then be exported in a PDF format, right? Like, like, into a report. Clay Ostrom  49:28 Yeah, right now you can export the messaging analysis, or, sorry, the the messaging ideation that you’ve done, and then in the brand brief you can also, you can download a PDF of the brand brief as well. So, those are the two main areas. I’m still working on some additional exports of data so that people can pull it into a spreadsheet and do some other stuff with it. Christian Klepp  49:49 Fantastic, fantastic. That’s awesome, Clay. I’ve got a couple more questions before I let you go. But this has been, this has been amazing, right? Like and I really hope that whoever’s in the one listening and, most importantly, watching this, I hope that you really do consider like, you know, taking this for a test drive, right? How many I might have asked you this before, because, you know, I am somebody that does use, you know, that does a lot of this type of research. But how much time would you say companies would save by using Smoke Ladder? Clay Ostrom  50:24 It’s a good question. I feel like I’m starting to get some feedback around that with from our users, but I mean, for me personally, I would typically spend an hour or two just to get kind of up to speed initially, with a brand and kind of look at some of their competitors. If I’m doing a deep dive, though, if I’m actually doing some of the deeper research work, it could be several hours per client. So I don’t know. On a given week, it might depend on how many clients you’re talking to. Could be anywhere from a few hours to 10 hours or more, depending on how much work you’re doing. But, yeah, I think it’s a decent amount. Christian Klepp  51:07 Absolutely, absolutely. I mean, this definitely does look like a time saver. Here comes my favorite question, which you’re gonna look at me like, Okay, I gotta, I gotta. Clay Ostrom  51:17 Now bring it on. Let’s go. Christian Klepp  51:22 Folks that are not familiar with Smoke Ladder are gonna look at this, um, and before they actually, um, take it upon themselves to, like, watch, hopefully, watch this video on our channel. Um, they’re gonna look at that and ask themselves, Well, what is it that Smoke Ladder does that? You know that other AI couldn’t do, right, like, so I guess what I’m trying to say is, like, Okay, why would they use? How does the platform differ from something like ChatGPT, Perplexity or Claude, right? To run a brand analysis? Clay Ostrom  52:00 Yeah, no, I think it’s a great question. I think it’s sort of the it’s going to be the eternal AI question for every product that has an AI component. And I would say to me, it’s three things. So one is the data, which we talked about, and I didn’t show you this earlier, but there is a search capability in here to go through our full archive of all the brands we’ve analyzed, and again, we’ve analyzed over 6000 brands. So the data piece is really important here, because it means we’re not just giving you insights and analysis based on the brand that you’re looking at now, but we can compare and contrast against all the other brands that we’ve looked at in the space, and that’s something that you’re not going to get by just using some off the shelf standard LLM  (Large Language Model) and doing some, you know, some quick prompts with that. The next one, I think, to me that’s important is it’s the point of view of the product and the brand. Like I said, this is built off of 10 plus years of doing positioning and messaging work in the space. So you’re getting to tap into that expertise and that approach of how we do things and building frameworks that make this work easier and more productive that you wouldn’t get, or you wouldn’t know, just on your own. And then the last one, the last point, which is sort of the kind of like the generic software answer, is you get a visual interface for this stuff. It’s the difference between using QuickBooks versus a spreadsheet. You can do a lot of the same stuff that you do in QuickBooks and a spreadsheet, but wouldn’t you rather have a nice interface and some easy buttons to click that make your job way, way easier and do a lot of the work for you and also be able to present it in a way that’s digestible and something you could share with clients? So the visual component in the UI is sort of that last piece. Christian Klepp  54:01 Absolutely. I mean, it’s almost like UX and UI one on one. That’s, that’s pretty much like a big part of, I think what it is you’re trying to build here, right? Clay Ostrom  54:13 Yeah, exactly. It’s just it’s making all of those things that you might do in an LLM just way, way easier. You know, you basically come in, put in your URL and click a button, and you’re getting access to all the data and all the insights and all this stuff so. Christian Klepp  54:29 Absolutely, absolutely okay. And as we wrap this up, this has been a fantastic conversation, by the way, how can the audience start using Smoke Ladder, and how can they get in touch with you if they have questions, and hopefully good questions. Clay Ostrom  54:47 Yeah, so you can, if you go to https://smokeladder.com/ you can, you can try it out. Like I said, you can basically go to the homepage, put in a URL and get started. You don’t even have to create an account to do the initial analysis. But you can create FREE account. You can dig in and see, you know, play around with all the features, and if you use it more, you know, we give you a little bit of a trial period. And if you use it beyond that, then you can pay and continue to use it, but, but you can get a really good flavor of it for free. Christian Klepp  55:16 Fantastic, fantastic. Oh, last question, because, you know, it’s looking me right in the face now, industry categories. How many? How many categories can be analyzed on the platform? Clay Ostrom  55:26 Yeah, yeah. So right now, we have 23 categories in the system currently, which sounds like a lot, but when you start to dig into especially B2B, it’s we will be evolving that and continuing to add more, but currently, there’s 23 different categories of businesses in there. Christian Klepp  55:46 All right, fantastic, fantastic. Clay, man. This has been so awesome. Thank you so much for your time and for your patience and walking us through this, this incredible platform that you’ve built and continue to build. And you know, I’m excited to continue using this as it evolves. Clay Ostrom  56:06 Thank you. Yeah, no. Thanks so much. And you know, if anybody, you know, anybody who tries it out, tests it out, please feel free to reach out. We have, you know, contact info on there. You can also hit me up on LinkedIn. I spend a lot of time there, but I would love feedback, love getting notes, love hearing what’s working, what’s not, all those things. So yeah, anytime I’m always open. Christian Klepp  56:30 All right, fantastic. Once again, Clay, thanks for your time. Take care, stay safe and talk to you soon. Clay Ostrom  56:36 Thanks so much. Talk to you soon. Christian Klepp  56:37 All right. Bye for now.

¡Bienvenidos a Baseball News! Hoy arrancamos con una bomba: Kyle Schwarber está siendo perseguido por varios equipos del Este, aunque los Phillies siguen firmes en intentar retenerlo. ¿Se moverá una de las piezas ofensivas más temidas de MLB? Lo analizamos con todos los escenarios posibles rumbo al 2026. Además, repasamos todas las noticias importantes del día en el mundo del béisbol: ⚾ Mets sorprenden y contratan a Devin Williams, alejándose definitivamente de Edwin "Sugar" Díaz. ⚾ Phillies intentan retener a Kyle Schwarber, pero hay varios equipos pujando fuerte. ⚾ MLB y la MLBPA publican los resultados del programa antidopaje. ⚾ Wilyer Abreu gana el Festival del Jonrón Pepsi en Venezuela. ⚾ Movimiento en la Lidom: Ramón Santiago nuevo manager de Leones del Escogido. ⚾ Cambio en la Liga Dominicana: Jorge Mateo pasa a Estrellas Orientales por Eguy Rosario. ⚾ En LMP: Leo Heras y Darel Torres elegidos jugador y lanzador de la semana. ⚾ Lorenzo Bundy es nombrado manager de Tomateros de Culiacán. Todo esto, análisis, opinión y tu participación en vivo. ¡No olvides suscribirte y activar la campanita!

BIO: Edwin Endlich is the Chief Marketing Officer of Wysh and President of the National Alliance for Financial Literacy and Inclusion.STORY: Edwin's worst investment was buying Tilray stock at $143 during the early hype of legal cannabis investing. Swept up in the excitement of a “new frontier,” he held on as the price crashed—eventually selling at around 30 cents and losing over 99% of his investment.LEARNING: The fundamentals always apply, even in new or exciting industries. Don't let hype replace due diligence. “We're in this AI conversation, let's not forget the fundamentals of the market. Learn from what has happened in this space before. And don't get too cocky.”Edwin Endlich Guest profileEdwin Endlich is the Chief Marketing Officer of Wysh and President of the National Alliance for Financial Literacy and Inclusion. Edwin has spent his career at the intersection of marketing, fintech, and AI, helping financial institutions tell more human stories in an increasingly digital world. He's passionate about making financial protection simple, accessible, and even a little more fun — proving you don't need buzzwords or hype to make banking and technology relevant.Worst investment everThere's nothing quite like the rush of feeling early—early to a trend, early to a movement, early to a once-in-a-lifetime opportunity. That's precisely what Edwin felt in 2015–2016, when investing in legal cannabis became possible in parts of the United States.For the first time, regular people could invest in a newly legalized industry. It felt like history happening in real time, a frontier market ready to explode. Edwin and his friends didn't want to miss out, especially when companies were going public, and their share prices seemed destined to skyrocket.One of those stocks was Tilray. At $143 a share, Edwin was convinced he was buying the future. He imagined stock splits, booming demand, and a cannabis empire rising from the ground floor. Instead, he watched that $143 tumble month after month, until he finally sold it for around 30 cents. The emotional rollercoaster of hope, disappointment, and finally acceptance was a journey Edwin will never forget.A 99.3% loss.He now calls it his worst investment—not just because of the financial hit, but because of how powerfully excitement and hype clouded his judgment.Lessons learnedEvery investor thinks their situation is unique. But in reality, the same patterns repeat again and again.Markets take time to mature.Regulation can shift overnight.Early doesn't always mean right.Excitement is not a strategy.Andrew's takeawaysA portfolio isn't just about diversification by industry or geography; it's also about diversifying across stages of maturity.Stable, well-regulated companies like Coca-Cola or Pepsi behave very differently from early-stage, hype-driven industries, such as the cannabis sector.Even large companies, with teams of top analysts, often get it wrong.Actionable adviceIf Edwin could offer one piece of advice to anyone starry-eyed over the next big thing, it would be this:Do your due diligence. Seriously.Before you invest in anything—especially something exciting, futuristic, or rapidly trending—slow down and ask:Has this been done before?What can I learn from past bubbles?What does...

Geoff, Gavin and Andrew talk about phone mystery, a mysterious dog, Regulation Detectives, reverse osmosis, advent calendar, Black Metal Friday, sponsorship, Ball x Pit, playing games wrong, Crackdown, Fallout 3, radio, Regulation Colors, Blobby, the most normal, Coke, Pepsi, Starbucks, percent gravity, franchises, and sushi. BLACK METAL FRIDAY is THIS FRIDAY at https://regulationstore.com and use code BLACKMETAL to get 16% off starting Friday through Cyber Monday DECEMBER 1st we're doing an advent calendar on our Patreon all the way through Christmas Eve! Join as a free member on Patreon.com/theregulationpod Sponsored by AG1. Head to DRINKAG1.com/REGULATION to get a FREE Welcome Kit with an AG1 Flavor Sampler and a bottle of Vitamin D3+K2, when you first subscribe! Support us directly at https://www.patreon.com/TheRegulationPod Stay up to date, get exclusive supplemental content, and connect with other Regulation Listeners. Learn more about your ad choices. Visit megaphone.fm/adchoices

Prebiotic cola, plant-based (and AI-inspired?) pulled chicken and protein-packed marshmallows. The hosts crack open Pepsi's new prebiotic cola and discuss whether a stevia-sweetened "functional" soda can win over classic cola fans. They also dig into Just Meat's big win at Walmart and what it says about the future of meat analogs, and why protein marshmallows might actually work in your next s'more. Show notes: 0:25: Rotten Roaches. The BevNET Bowls. Cloying & Fibrous. Who's Eating This Stuff? S'More, Please. – Jacqui explains why there is a bright red "biohazard" bag on her desk and the hosts joke about modern marketing tactics. They pivot to a preview of the upcoming NOSH Live, BevNET Live and  Brewbound Live events, highlighting opportunities for founders to meet retailers, investors, and strategic partners. They sample PepsiCo's newly launched Pepsi Prebiotic – a lower-calorie, stevia-sweetened soda that comes in classic cola and cherry vanilla flavors – and opine on the minimalist white cans and whether Pepsi has clearly communicated the benefits. The hosts then discuss JUST Meat's newly launched plant-based pulled chicken, which is now available in four flavors at 3,000 Walmart stores, which sparks a debate about whether mainstream shoppers truly want meat analogs, and how clean-label concerns are shaping the category. Shifting gears, Ray highlights news that BeatBox Beverages – the colorful, party-forward, wine-based cocktail brand – is rumored to be an acquisition target by AB InBev in a deal reportedly worth around $700 million. Ray introduces Primal Sweets' protein marshmallows, which contain 25 grams of protein per bag and no sugar, and Albero D'oro cocktail cherries, before Jacqui presents Flour + Water's artisanal pasta, and Mike praises Hiyo's new pineapple coconut "social tonic." Brands in this episode: Rotten Candy, Oh So Easy, Keya's, Oddball, Pepsi, Poppi, Nixie, Just Meat, Beyond Meat, BeatBox, Primal Sweets, Flour + Water, Albero D'oro, Hiyo, Poppi

The Benefits of an MBA During Uncertain Times Today's guest, Dawn, graduated as a PepsiCo Scholar from Harvard Business School with concentrations in finance and marketing. Dawn was also admitted to the Stanford GSB. Dawn is a full-time advisor and senior consultant with SBC who has 18+ years of experience getting clients from around the world admitted into full-time, deferred and executive MBA programs. Dawn has a high success rate having clients admitted every year. 99% of clients who work with her on four or more schools have gained admission. She has had several double admits to Harvard and Stanford. Outside of her work in admissions consulting, Dawn has experience at companies such as: Goldman Sachs, McKinsey, Pepsi, the Carlyle Group and Warner Bros. In this episode Chandler and Dawn talk about a range of topics related to the value of an MBA during uncertain times, including: The value of an MBA in today's changing world, Whether or not an MBA really matters if you are doing well in your current career, The benefits of earning an MBA for mid-career professionals, How AI will influence job and career opportunities in the coming years, and a range of other topics. Chandler and Dawn will also share a number of specific client examples and lessons learned from recent application cycles. Listening to this episode is a must for any applicant considering the value of an MBA in today's rapidly evolving world.

Interview Date:Episode Summary:MSA New York's Talent Director Bre Traver breaks down exactly how dancers get on an agent's radar and build sustainable careers. From her path from dancer to agent, to what MSA looks for in reels, headshots, and Instagrams, Bre shares practical, no-fluff guidance on submissions, onboarding, and being an ideal client. She contrasts the NYC vs. LA markets (live stage, Broadway, tours, award shows), outlines big client don'ts, and explains how agents scout in class, at shows, and online. The lively Q&A hits trends, triple-threat training, youth work, self-tapes vs. in-person calls, and why persistence, professionalism, and clear goals separate dancers who book “the big jobs.”Shownotes:(0:00) – Welcome & intro to MSA and Bre's NYC leadership (11:28) – Bre's journey: dancer to MSA Talent Director(20:24) – Inside MSA NYC: Broadway, tours, TV, and more (24:53) – How dancers get signed and scouted by agents (28:14) – Social media tips: Instagram presence that books work (32:23) – Onboarding goals: materials, availability, and communication(35:56) – NYC vs LA markets: knowing where you belong (39:10) – Professionalism tips: biggest audition and booking don'ts(44:10) – How agents scout in class and online presence matters (51:12) – Q&A takeaways: training, self-tapes, visas, and persistenceBiography:Bre Traver joined McDonald Selznick Associates East Coast division in 2007. She worked through the ranks as an assistant to Jr. Agent, to Franchised Sr. Agent, to Director of the Talent Department to now Equity Partner in the company. Prior to agenting, Bre grew up as a dancer and received a BFA from University at Buffalo. Bre is still serving as a lead agent for MSA's NY talent roster. Over the years she has had the pleasure of booking clients on national commercials (APPLE, Advil PM, Pepsi), feature films (Best of The Best, West Side Story, In The Heights, 13, Tick Tick Boom), television (SNL, Law & Order, Pose, Maisel, Étoile, GMA, The Tonight Show, Last Week Tonight), award shows (MTV VMAs, BET Awards, Super Bowl Halftime), national tours (Hamilton, Wicked, Moulin Rogue, MJ, Hell's Kitchen, Beetlejuice, Some Like It Hot, The Notebook, Mean Girls, Chicago), and live work (Corporate industrials, New York Fashion Week, The Met Gala). Bre is proud to work on behalf of such an established roster of talent and enjoys keeping her finger on the pulse of our ever-changing industry!Connect on Social Media:Instagram: https://www.instagram.com/breezyotoole/?hl=enWebsite: www.msaagency.com

Mackey, Judd, Dex and Thor discuss the State of the Minnesota Vikings and JJ McCarthy from Buffalo Wild Wings in Roseville (presented by Pepsi)! The boys try to figure out why so many people are quick to deem JJ McCarthy a bust, take questions from the audience, get Thor's latest 2026 Minnesota Vikings mock draft, play a game of Random Viking of the Week, and more! See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Democrats are celebrating a collection of election wins across the country this week. Messaging around affordability and the cost of living scored big wins for the party in the Virginia and New Jersey governor's races, as well as mayoral races in several major cities. Will a successful off year help the party smooth over its internal disagreements heading into next year's midterms?California passed Proposition 50, a proverbial counter punch to redistricting efforts in Texas and other red states. The state's governor, Gavin Newsom, says the legislation is a temporary fix to the campaign by President Donald Trump to create more congressional seats for conservatives. Democrats promise to be the “adults in the room,” but can they deliver?Can voters really exert their power if the two major parties control the candidates they have to choose from? KCRW discusses one potential solution to the political Coke vs. Pepsi problem.